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Coaching in Human Resourse

  1. Coaching in Human Resourse
  2. “Many Managers would agree that the effectiveness of their organization would be at least doubled if they would discover how to tap the unrealized potential present in their human resources” -McGregor
  3. Definition of Coaching • Coaching is a method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. There are many ways to coach, types of coaching and methods to coaching. Direction may include motivational speaking and training may include seminars, workshops, and supervised practice.
  4. Coaching Process Repeat the Cycle
  5. Qualities of a Good Coach Specific Skills Listening, Analyzing and Ability of Problem solving Coach Interest and Belief in People Influencing Skills
  6. Coaching Yields Results • Coaching is a series of one-on-one confidential meetings focused on achieving the client’s goal. This goal could be: • fine tuning a skill • accelerating learning • solving a problem • developing peak performance • strategic planning • creating change or growing with change • working through something you are stuck on • identifying and gaining clarity on your goals Clients who have worked with a Coach and reached their goals, continue to use a Coach whenever they want to work on new goal.
  7. Differences between Coaching & Mentoring?• Coaching • Generally follows the format of individual guidance that is focused on job performance and aimed at one person alone. The coach specificially advises the person on how to tackle and perform a particular task, they provide constructive feedback and delegate further similiar tasks, setting goals or higher-level tasks for the individual to complete. The coach in most instances will be an immediate supervisior or manager who will have overall resonsibility for the department's overall performance. Coaching is about having a positive relationship where the coachee respects, trusts and identifies with the coach.
  8. • Mentoring • Generally follows the format of generalised advice and guidance of career development. Mentoring is about developing a relationship between a more senior and experienced mentor and an inexperienced mentee to guide and develop the mentee's knowledge and career progression. The mentor generally will be someone who is not your immediate supervisior/manager or within your organisation can allow the luxury of talking to an independent impartial confidante who is not your manager, they will have the ability to listen to your issues, afford you the opportunity to vent unrestrictedly and support and assist you in achieving your goals. Differences between Coaching & Mentoring?
  9. Benefits of Coaching • The benefits of coaching is that the individual will be able to improve their work performance and skill set by receiving one-on-one training to develop career prospects. • The majority of coaching is generally delivered within an organization by an immediate supervisor or manager. However, many organizations these days employ professional external coaches to come into their organization to provide this service. Coaches should be willing to listen, observe and support the coacher’s ability, knowledge and resourcefulness. • External coaches are trained to deliver specific individual coaching sessions to meet the individual needs, following the methods of setting clear standards, goals, use of learning, feedback and evaluation.
  10. Disadvantages of Coaching • There are no inherent disadvantages in the process of coaching. However, poor handling and integration of these tools in an organization can create problems. For instance, offering coaching session without a thorough analysis of the current and required skills can result in a coaching session that fails to address the skill development areas. As a result, the organization ends up investing its resources into a failed attempt at coaching. In addition, the inability to recognize the obstacles to coaching can hinder its effectiveness for the organization.
  11. Illustrative examples of how business uses mentoring - Business A has projected growth in their business with a concurrent need for more employees. They are finding it harder and harder to find workers with the right skills. Strategies that Company A is using is passing on responsibilities to other employees, functioning with fewer employees, ignoring business opportunities, hiring temporary help and improving salaries and the work environment They have also adopted a tactic of hiring people with potential and training them into the jobs they need filling. This has all helped but projecting into the future Company A sees that fewer employees with the right skills is not a temporary condition. They also see that the need to increase training will only rise in the future. They have adopted informal training but need something else to fill in the gaps and find that mentoring is a great way to train as well as make both the participants benefits in the process. Company A is finding that employees are getting up to speed faster than ever before and discovering mentoring couldn't have happened at a better time.
  12. Conclusion • The bottom line is that there is no one particular method of coaching is applicable for all contexts. The management needs to understand the requirements of the employees, the possible issues that they can face in delivering coaching sessions and the objectives they aim to achieve. This information can facilitate the management in developing a coaching program that is well-suited to the needs of the employees and support the organization in attaining its objectives. Coaching only become disadvantageous when the management is unable to align the objectives, expected outcome, the coaching needs of the employees and the situational requirements.
  13. Thank You & Good Luck!