Month: March 2013
(1) Coaching works if there is commitment of the personnel involved and the company who adopts him; but it will be provechado and it will yield fruit if participants are able to innovate will reinvent itself, ultimately getting to really know, which it does not stop being authentic, instead power it is. Coaching should allow individuals, executives or managers, to find its factor of elasticity or flexibility, which enables them to adapt to changes in the environment that affect the Organization, its position and its potentialities, so, people of yesterday or today must not be the same in in the following years, because its capabilities have been enhanced. All successful or in pursuit of success, people may resort to a coach (in fact all need you), but are precisely this type of people who are able to better leverage this training process, because success is not sustainable if it ceases to be. The people with positive attitude always demand more, know they must be more effective and not afraid to accept help achieve it. As an athlete trains endlessly, they focus on raising their competitiveness against increasingly demanding positions.
Leading people, who are more interested in participating in courses and seminars, have the impetus to learn and know to continue growing as persons and as executives. They are those who take the best advantage of the experience of having a coach who helps them to focus on their skills and strategic strengths as well as weaknesses and areas for improvement. On the other hand, professionals and executives after their training process, are able to enhance the capabilities of its partners and the company. A very important detail, is what happens when executives learn from see their capabilities and compare them with each other, taking into account its natural sphere of development and how much of the comparative is possible to copy it to develop it and encourage it to be more effective.
Another important aspect, which should take into account when selecting strategies that facilitate learning in the Coachee and that as a result, there is a change in terms of its linguistic, emotional appearance and body guard relationship with assumptions or principles of adult learning which must enter the Coach in his models of coaching: adults with a positive concept of themselves (or descriptions to fence themselves) learn best if you feel less threatened by a learning situation. Establishing a climate of confidence and mutual respect through a Feedback and a commitment to genuine with the agenda and needs of the Coachee, the tutor can encourage and support learning. Coaching is related to the development and empowerment of the strengths of the individual. It should be the Coach to use techniques that enhance and promote resources that the pupil uses in the Alliance. The experiences successes and past failures, and preferred learning methods are part of the resources and experiences of the coachee. Sometimes the cochee is not able to determine your specific needs in a context of personal, corporate or Executive Coaching. One of the functions of the Coach is to give the opportunity to assess and clarify their needs in the current circumstances.
This can be done in several ways, which include the analysis of values, dissatisfaction and aspirations, as well as the consideration of things that should be changed or the verification of formal requirements in the scope of a specific situation of private or working life. Coaching should not remain ever in the hypothetical sphere, but that its field of action is always linked with practical issues and real life. One of the functions of the guardian/coach is to ensure that the ward’s opportunities to apply what has been commented on and learned in coaching sessions to the situation in real life, and control, give and receive Feedback on the practical application of new or improved techniques and capabilities.
There are solutions so the companies interested in this technique to benefit and not continue in this traditional model management where it rests on the ability of the manager who is only for specifying, ordering, coordinate and, particularly, monitoring the performance of workers. The application of this technique would be of great benefit for companies, especially for SMEs, since by their characteristics, they tend to hire a few managers. If this technique is applied in SMEs would have the great advantage of having a Manager highly qualified, able to solve a lot of problems and with a great vision of the present and the future of the company. The manager would be able to identify obstacles which limit the performance of people dissolve them. This manager who will in turn a Coaching will know to build confidence, sense of responsibility and commitment, capacity for learning, impeccability in performance and creativity. The Executive Coaching adopted correctly enables human resources be more effective by coordinating actions, develop standards of impeccability, be capable of generating work teams in higher levels of commitment to the mission and objectives of the company, stimulate the creation of a learning environment for excellence, learn the proper handling of conflicts and relate from a new base ethical, personal, business. It is a development tool of executive officers is carried out through a system of personal and professional advice for the subsequent impact in the organization.
This system provides information, knowledge, skills, references, collaboration and advice. Executive coaching objectives include to the Steering both professionally develop as personally (i.e. develop the 8 habits of the steering) to achieve optimal as a Manager or executive functioning and that this custom development have an impact at all levels in the company. Among the advantages of the executive coaching can be cited: 1. the first and most important advantage of coaching is your own condition of bis bis: u the Executive feels put in evidence, as it can occur in the trainings in group, and fear that suimagen compromised when talking about your doubts, disappears.