WORKPLACE COACHING

Application of Coaching in the Workplace

Introduction3

Discussion4

Analysis of the Role of a Coach in the Workplace4

Benefits of Coaching in the Workplace5

Inspires the individual to perform “best thinking” and “best practice”5

Causes the individual to challenge assumptions and discern facts from opinion5

Provides encouragement and support5

Teaches and directs when experience and competency are lacking6

Extracts lessons learned from various experiences6

Provides constructive insight and feedback about the “blind self” areas6

Guides new learning7

Builds confidence of individual to tackle tough issues7

Process of Coaching in the Workplace7

Applications of Coaching in the Workplace8

Mentor8

Lead8

Change Agents9

Motivate9

Conclusion10

References12

Application of Coaching in the Workplace

Introduction

The traditional image of workplace coaching has been for the reserve of executives or individuals with high potential within an organisation. It is now reaching the shop floor with organisations realising that managers using coaching skills in the workplace can provide direct performance and business benefits. More than 70% of organisations with any formal leadership development activities use coaching as an important part of that (Zenger & Stinnett). This figure is supported by a recent learning and development survey conducted by the Chartered Institute of Personnel and Development (CIPD) which states “just over 70% of organisations use coaching and 80% report that line managers are using coaching methods with their staff.” It goes on to state that line managers were typically delivering 36% of the coaching to their reports, while HR and Training and Development specialists were delivering 30%.

Coaching focuses on future possibilities and utilises learning from past experiences. Coaching is more about how things are done, rather than what things are done. It is about unlocking a person's potential and maximising their performance. It is about helping people to discover answers for themselves rather than advising. Coaching works on resolving problems below the level where they occur. For example, beliefs and values drive behaviours and beliefs and values come from our identity. Therefore, working with a problem that manifests itself at the level of behaviour, means the coach working with you at the level of beliefs and values. It is like peeling away the top layers of an onion to discover that the problem lies at the core.

Coaching done well is about working at the core, which resolves not only the presenting problem but also problems which at the time are not even manifesting themselves yet. Coaching is about building a relationship which is based on choices rather than advice. It takes into account the whole person and the complete range of issues which require resolution or improvement. Coaching is a way of thinking, a way of being, and a way of accelerating development.

Discussion

Many successful companies today are going through continuous change, which results in greater ownership for employees. They take responsibility for their own functions, which opens their thinking to new and more effective ways of working. In companies such as IBM and Federal Express, for example, coaching supports new thinking, which leads to a continuous improvement change process. Focused coaching can and does improve performance in individuals, teams and the organisation itself. Over the last three years ...