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The Capital PlaceNo 5,

1st Zoti Link Zoti Res Area.

+(233) 302 670 991-2

+(233) 302 674 697

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Managing human capital is indeed critical to a firms’ success and that is why organizations are constantly seeking opportunities to enhance their competitiveness and performance. One of the many HR practices that can help firms improve performance is coaching and that is why the use of coaching in organizations has expanded considerably over the last decade.

Coaching is an organized activity aimed at imparting information or instruction to improve the recipient’s performance or help him/her attain a required level of knowledge or skill. Coaching must be tackled like any other strategic goal. Effective coaching promotes

creativity, breakthrough performance and resilience, giving organizations a competitive edge and an effective way to flow and operate within an environment of continuous change. Instead of waiting for things to go wrong, or accepting substandard performance from employees, it is vital for employees to receive interim coaching. 

 

A coaching leadership style is proven to be much more effective with today’s employees than the authoritarian styles that many organization leaders operate under. Leaders who coach employees instead of commanding them are able to build a much more talented and agile workforce, which leads to a healthy and growing business. Some organizations are actively working to create a culture of coaching as they have come to recognize the benefits of effective coaching.

If coaching must be done it must be done effectively to achieve the desired results. One can consider the following to aid in coaching effectively;

Use the SMART goal setting technique in your coaching- By setting goals, you are providing yourself with a target to aim for. SMART goal setting stands for Specific, Measurable, Attainable, Relevant and Time-Based. This technique brings a clear structure into goals. Each goal or milestone comes with clear and verifiable elements instead of vague resolutions.

Build the relationship- It is easier to learn from someone you believe and trust. Coaches must effectively establish boundaries and build trust by being clear about the learning and development objectives they set, being patient, showing good judgement and following through on any promises and agreements they make. Open ended or guiding questions lead to more detailed and thoughtful answers, which lead to productive coaching conversations, build a strong relationship and put a coach on the same page with employees. This will help determine if the coachee is curious and has the capacity to perform.

Listen and empower- Coaching requires both empowerment and encouragement. As a leader and manager, your job is to build one-on-one relationships with employees that result in improved performance. Your employees are likely to have a lot of input, questions, and feedback. It is important that you assure them that you care enough to listen to what they have to say, so as to encourage them to share their opinions. While others will need a lot of encouragement before they share an opinion with you openly, some employees will have no problem speaking their mind. Once they do open up, be sure to respect those opinions by discussing them, rather than dismissing them.

Understanding their perspective- During coaching, it is prudent to approach things from an employee perspective. This will help see the changes and result you want. If you are able to discover where their ‘why’ comes from and where their preferred ‘how’ looks like, you can be able to tailor his or her preferred coaching conversation to align to the way they best work with the kind of improvement you are aiming for. If you start asking questions and find out that this is someone who is excellent in one-on-one conversations but rarely speaks up in a group setting, then you can see how they would feel like when everyone is listening in on their call, making them less confident than when they had their own space.

Follow-Up for Feedback-One of the most productive and effective techniques a coach can use is ongoing follow-up in between sessions. This allows the coach to evaluate the effectiveness of the coaching, shows the client that the coach cares about their wellbeing, progress and also aids in accountability. Follow-ups can come in the form of email, questionnaire, text message, or any other means of communication, and would be helpful if it is consistent. For instance, you can regularly follow-up with your coachee directly after the session, several hours after the session, midway to the next session, etc.

Every organization should consider effective coaching as a vehicle for enhancing performance and giving it a competitive edge. You can contact The Capital Group Limited for your Coaching assistance on +233-302-670991-2 or +233-302-674697 or Email:

 

QUOTE

“I absolutely believe that people unless coached, never reach their maximum potential”

                                                                                                                     Bob Nardelli

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