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I setup Synergy Management Associates ( in 1993 as a center for promoting business excellence through its training and consulting services We have promoted innovative managment ideas, managing senior level projects and for delivering creative client solutions across business segments. We has shown time-tested capacity to build "Peak Performance Organisations" . by Designing Business Excellence Models, Audit and Design HRD Systems, Implement Performance Management Systems. I have been called “disruptive thought leader in the boardroom ” or “contra rebel” for my tangential thinking and ideas to improvise business vision and policy as a corporate advisor; I have helped young managers business scions and young entrepreneurs (who wish to become future CEOs) through my META+COACH MODEL. I have been called “performance turnaround specialist” by the sales managers for the quantum improvement Direct Marketing Campaigns and Steping -up Salesforce Effectiveness, I found time to be a visiting professor and seminar leader at India's premier management institutes and Chamber of and a keynote speaker for numerous conferences & seminars.

Friday, November 2, 2018

Business coaching has gone from fad to being an essential part of the managers job.



Business coaching has gone from fad to being an essential part of the managers job. This was badly needed, in a knowledge economy; where the young generation believe: they are drivers of their own performance and would therefore detest a dominating style of leadership. The prime purpose of coaching  is to increase effectiveness, broaden thinking, identify strengths and development needs and set and achieve challenging goals. It is based on asking rather than telling, on provoking thought rather than giving directions and helping a person become self-regulating and accountable for his or her goals. Young generation have their highest priority (after pay packet) ... how to  grow in the role?... and a manager’s job is to help them get there!!!

Research from both academics and the corporate world has fine-tuned the skills managers need to coach others into five categories:

It’s easier to learn from someone you trust. People can learn more from a friend than a knowledgeable  but authoritative figure. Good Coaches must effectively establish goodwill  and build trust by being clear about the learning and development objectives they set, showing good judgment, being patient and following through on any promises and agreements they make.

 In coaching the master question is: Where are you now and where do you want to go? Helping others to gain self-awareness and insight is a key job for an effective coach. The coach can provide timely feedback and help clarify the behaviors that an employee would like to change. Performance improvement is  often an exploration; which focuses on gaps or inconsistencies, on current performance vs. desired performance, words vs. actions and intention vs. impact. The ownership of accepting the gap is based upon the learner and not a prescription from the coach
Thinking from a new perspective is an important part of the coaching process. Challenging old myths and pet assumptions helps to bring a new insight to the problem at hand or a fresh zeal to meet daunting challenges. Hence good coaches ask open-ended questions, push for alternative solutions to problems, motivate through task simplification and encourage reasonable risk-taking.

Coaching places the responsibility on the learner, who has to generate the solution; or at least work in partnership with the coach  to find solution Coaching is certainly  not a prescription or a command mode of interaction.  Therefore the learner understands the solution, and how it was arrived at.  Creating their own customized solution, they are also more likely to carry it through. As partners in learning, good coaches listen carefully, are open to the perspectives of others and allow employees to vent emotions without judgment. They encourage employees to make progress toward their goals, and they recognize their successes.

Effective coaching is about concrete results. The coach helps the employee set meaningful ones and identify specific behaviors or steps for meeting them. The coach helps to clarify milestones or key measures of success and holds the employee accountable for them. Self assessment is the key to learner participation and the low-risk context (if  failure occurs) is what the coach should build.

Would you want to change your corporate culture of managing and develop you line managers to become executive coaches 24x7. VISIT MY WEBSITE for contact details.

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