- February 23, 2018
- Posted by: admin
- Category: Employee Engagement, Management & Leadership
In most organizations today, managers fail to understand there has been significant advancements in how employees behave and expect from the workplace. Management is no longer an act of enforcing laws or rules and regulations in an organization, but ensuring effective coaching and proper treatment of team or staff members. In most cases, managers ignore the fact that people vary differently and should be treated carefully so as for them to exercise their skills efficiently while carrying out given tasks.
Staff coaching is an investment which is an essential part of building effective teams & leadership within any organization. The leaders of teams and departments must make out time to train themselves and their staffs on the skills required to complete different aspects of their jobs accurately. This ensures that the teams as a whole duly work as smooth and professional as possible. This is the power of coaching.
World-class athletes, public performers and indeed winners in nearly every profession, know that without the right coach, it is ordinarily impossible to attain peak performance. One of the reasons why coaching is essential is the way employees are equipped with the tools to serve the organization to the best of their abilities. Further enhancement of their talents and skills is developed through active coaching.
Personalized or one on one coaching has become a reality in this highly competitive business world. Coaching is required by every staff members to develop their skills in both professional, as well as personal realms.
Coaching is connected to changes (in the right direction) in the organization that enables employees to adapt to different challenges and changes in their relationships to fulfill the current company’s vision and value.
Coaching also helps employees understand their relationship in the overall scheme of the organization, how vital their tasks are and how they can work towards becoming better contributors.
The task of coaching is focused on whom to motivate and uplift their morale, thereby increasing individual productivity. The benefit of coaching comes in a way that it ties a definite knot in the mind of employees. It also makes the employee feel more important and part of an organization. Coaching can be provided by the designated organizational coach or by professional coaches available as consultants or freelancers. The organization, however, has to be careful in hiring such persons and ensure that they understand the organization philosophy to coach your managers in the right perspective
Coaching, however, is not a mere choice, but a necessity for every organization to be successful. Coaching is a significant investment, and at the end, there is always a return on investment. This must be part of company strategy and philosophy and should be scheduled for on the company`s calendar. Coaching does not come naturally or has there been any record of anyone born as a coach, but constant practice and better tutors develop people who need to be coached to be a coach.
The power of coaching is the best investment any organization can make because not all good salespersons are good managers and likewise not all managers are good coaches. With this, you would discover that salespersons begin to do more on their field, promoting the company and in the end, there are always better sales.
Coaching programs are in demand these days and have become popular among professionals staff, corporate, and management levels. The Power of coaching comes in a way that it fulfills the much-required balance between achieving the company’s goals as well as the personal growth of an employee. With coaching, the organization and its employees can gain the advantages out of the scenario that could not have been achieved without coaching.
It has been said that people join organizations but leave as a result of managers, and there is probably a lot of truth in this. Listen to the conversations in coffee shops and bars where workers gather at lunchtime and take note of their moans and groans. I’ll bet the majority of complaints are about treatment at the hands of management. Of course, coaching alone cannot fix otherwise destructive relationships, but it does shine a light on where things are going wrong and what may need to be done or put in place. So coaching not only helps us retain key people in the organization, but also improve their skills and attributes. We’re continually being told by business gurus that we now operate in the knowledge economy; that the days of laboring in exchange for wages and salary are over, and that firms live or die by their ability to change, learn and use their core competencies and knowledge. We need to cultivate the knowledge and skill that reside in the workforce, nurture and develop it and ensure it is passed on to the next generation. What better way to do this than through coaching?
In conclusion, the power of coaching improves performance at the organization level because organizations are collections of people and if they perform better as individuals and teams, so does the body as a whole. The bottom line will increase primarily as a result of improvement in the top line – turnover and productivity – rather than swinging cost-cutting exercises. Organizations that see coaching as a key leadership skill produce more, but without any loss of quality. Staff who are coached feel more valued and tend to care more about the quality of output they produce.