Coaching is an important process in organizations. As explored in Chapter 9 of the textbook, there are various competencies associated with effective coaching. However, many individuals do not have the competencies to be an effective coach. In fact, researchers continue to debate about the necessary competencies needed for effective coaching.
Within your response this week, focus on the four guiding principles of successful coaching. Then, explain, in your own words, what techniques you would utilize to create a strong coaching relationship:
- How would you ensure the development of a good coaching relationship between yourself and your employee?
- How would you reinforce the employee’s role in his/her growth and advancement?
- How would you recognize the uniqueness of the employee?
- How would you describe your role as a facilitator during coaching?
In addition to the questions above, what competencies do you believe you need to further develop to be a better coach? Why?
Embed course material concepts, principles, and theories, which require supporting citations, along with two scholarly, peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references.
Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers’ posts as well.
Answer all questions posted by students and your professor. These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post answer. Normal course dialogue doesn’t fulfill these two peer replies but is expected throughout the course. Answering all course questions is also required.
Chapter 9 in Performance Management
Employee performance management study uncovers the real business challenge: Brandon hall group’s latest performance management research shows that many employers view performance management through the lens of the performance review process. but performance evaluations are not a critical problem. they are a report on the outcomes of manager-employee performance development, not the driver of it. (2020, Feb 27). PR Newswire.
Lucianetti, L., Battista, V., ∓ Koufteros, X. (2019). Comprehensive performance measurement systems design and organizational effectiveness. International Journal of Operations ∓ Production Management, 39(2), 326-356.