Coaching in the Workplace
September 4, 2014
Coaching in the Workplace
If one were to think of the duties of a manager they would probably think of directing their teams, responsibility and providing positive results. A good manager is one that can realize that their employee’s successes are their successes and they need to do what they can to bring success to their teams. This includes knowing the difference between criticizing and coaching. Coaching is not something limited to a basketball court, but rather a skill have should be adopted into the workforce. If a manager was to receive work from an employee that contains mistakes or is improperly formatted as opposed to calling out their failures they should take the time to show them what was wrong and how to correct it. Research has proven that coaching leads to increased performance and productivity. Responsibility needs to be placed with leaders and management to form employees into being the best they can be. Over the last two decades coaching in the workplace has become a much more popular concept. Top leadership has recognized its importance and has begun to train their managers on the best techniques and have seen the positive results from personal advancement and organizational competitiveness (Kim, Egan, Kim & Kim, 2013). If an employee knows there is a greater potential in their organization for advancement they will be looking for ways to grow professionally. Perhaps part of this change comes from the influx of millennials who are entering the workforce. This group, who were born after 1980, is driving change by being more engaged with managers, asking question and looking for praise and feedback. Millennials are taking the time to be educated and want to move up the corporate ladder. They need the room to grow and time to tap into their talents; they like goals and strive to achieve them. This group has also been exposed to ever changing technology for most of their lives and look for ways to use their resources in order to do their jobs (Contractor, 2013). In contrast to the baby boomer generation a millennial is much more open to an ever-changing environment. They have embraced technology and by having extensive training in programs like databases, excel and presentations they are primed to move up within an organization. By coaching and mentoring these employees they will be groomed to take additional leadership within the organization they are a part of. One may ask what is coaching. It is the process of having people the tools they need to develop themselves to be effective employees. Coaching is not simply packaging management differently, but rather it is employee growth, development, and achievement. They remove the roadblocks each employee has to performance and in turn, enhancing creativity. An employee may not be aware of all the tools they have at their disposal to do their job, and by coaching them, they will be able to grow and improve. Management however is dealing with supervision, evaluation and meeting objectives (Van Wart, 2004). An effective leader will be able to take management the step further to coach employees. By avoiding blame they can instead give specific and descriptive feedback to their employees on how to correct issues that may come up. Coaching involves realizing an employee can benefit greatly from personal guidance on certain tasks and responsibilities. By including coaching and mentoring to their teams a dealer can help to professionally develop an employee to grow within the organization. The best way to build an organization would be to have employees who take ownership, are engaged and accountable. The primary job of the leader would be to coach his team and mentoring them by providing the best career advice they can while developing their leadership skills. At the same time the employee should not try to be just like their leaders but...
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