Write a paragraph of coaching management
Answers
Importance of coaching
First of all, it is crucial that all the employees of the organisation are provided with the opportunity to learn more about coaching. Even though the majority of employees and managers opted for the definition of coaching as per Parlsoe (1999), we can still notice that a few seem to define coaching as counseling or others. Therefore, they should be sensitised. This can happen through focus group or creating more awareness about the function of the PMS. Managers should especially have an in-depth knowledge about coaching as they would be the one to coach other employees. Also, coaching should not be imposed on employees as this may create negative feelings and they might not appreciate it when they are being coached. Instead, they should be given the chance to know more about the benefits of coaching.
Coaching Process
Without a proper process, coaching cannot be fully exploited and thus would not bring the expected result which is to improve performance. A coaching process is used to guide both the coach and coachee during the coaching process. Each stage is important as it allows a good flow if information in both directions and allows both the coach and the coachee to determine whether coaching is bringing in results.
In this context, the establishment of a coaching process is essential. HR can in collaboration with the managers devise a most appropriate coaching process which could be used. This process will include well designed stages that managers would have to follow while coaching.
Coaching Culture
As pointed out in the previous chapter, the coaching culture of the organisation is at the tactical stage (Megginson and Clutterbuck, 2006). From the findings, it is clear that organisation is aware of the importance of setting a coaching culture but however, the level of understanding of what would be involved remains low. For coaching to be embedded in an organisation’s culture, just recognising its importance is not enough. Everybody has to play their respective roles. For instance, the HR professionals are at the best position to develop strategies for coaching to occur and also aligning it with the objectives of the organisation. Therefore the intervention of HR is essential. They could set up the structure for coaching to take place. Additionally since coaching requires a 360 feedback, HR could work in this direction to enable such process to run smoothly.
But the intervention of HR only is also not sufficient; the participation of top management is required. Leaders and managers need to embrace coaching. They should be the one to build coaching accountability. Furthermore, the participation of employees is mainly required. Employees should recognise the importance of coaching of a coaching process as well as accept it. Employees should be willing to be coached.
Training Managers
It is vital that managers are trained so that the can be good coaches. From the findings, it is seen that 40 % of managers do not even agree that coaching form part of their duty. As such, it should be made clear to the managers whether they need to coach their subordinates or not. These managers should be more exposed to coaching and its benefits. By understanding more about coaching, the managers would have a clear view of what is required on from them. When a manager engages himself to coach, he needs to be clear about the procedure to be undertaken. He ought to follow certain well defined and meaningful stages of coaching.
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