Management coaching is a concept that is increasingly becoming popular even though it has only been subjected to very limited research. The concept has not been fully explored in order to establish whether it could be applied universally. However, the existing research carried out in the context of Western culture has found a linkage between specific managerial skills, behaviors and coaching.
Managerial coaching is a system that provides training and mentoring to employees. More specifically, it is leadership training for future managers. Behind the concept of managerial coaching is the idea that managers are facilitators, teachers and coaches. They are supposed to inspire and energize individuals they coach. By so doing, the people being trained are able to realize their potential.
Employees who receive this kind of learning must have exhibited potential but needed guidance in order to live up to their promise. Coaching does not always have to be directive. There are times when staff can learn indirectly from the coach through observation and inspirational work ethic. However, either way, the outcome of coaching is usually positive. The employee being coached needs to understand her goals and her present and future roles in the company.
A study by Olivero, Bane and Kopelman in 1997 found that training increases productivity by 22.4 percent. However, the same study revealed that a combination of both training and coaching had productivity soar to 88 percent. Through coaching and training, individuals tend to feel integrated into the vision of the company. So, effective coaching benefits both individuals and the organization at large as workers become more efficient and productive.
Conversely, the managerial coach benefits from the process in that his skills in communication, delegation, planning and mentoring are sharpened. For coaching to work, the managerial coach needs to establish a partnership with the employee based on mutual respect.
The coach has to explore the capabilities of an employee being coached and her attitude. He also must be able to provide feedback which is honest in intent and effect. Praise motivates, and it gives the trainee the opportunity to reflect on what she has learned. Constructive criticism is equally good.
Managerial coaching is an expensive endeavor, especially when it comes to one-on-one coaching. Sometimes companies have to pay a managerial coaching company a substantial amount of money to train its employees, which could be a drain on company resources. There are also no standard guidelines for coaching, making it rather dependent on the qualities of the coach. The trainee, therefore, might pick up some of the coach's bad qualities.
- getCited: Executive Coaching as a Transfer of Training Tool--Effects on Productivity in a Public Agency
- All Business: An Analysis of Saudi Arabian and U.S. Managerial Coaching Behaviors
- Clute Institute: Situational Leadership And Diversity Management Coaching Skills
- Entrepreneur: Coaching for Better Performance
- Photo Credit handsome managers image by Andrey Kiselev from Fotolia.com
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