Coaching is a professional relationship, where the coach supports the learner to develop ability and capacity to improve on performance management. In the performance management, coaching is giving the chance for feedback on issues related to performance. Coaching improves the employee engagement. This leads to productivity of the employees in the organization. The issues involve the skills and knowledge required to perform the tasks in the organization. Performance management involves activities that the organization undertakes to ensure it delivers the goals and objectives set for the organization.
The coaching is a tool for the organization which when utilized well it will give good results. Coaching is effective when there is mutual between the staff and the coach. The coach or the supervisor on the first day must explain the role of the coach. The supervisor must describe the organization mission and objectives to the coach. For effective coaching, provision of a regular time for meeting the staff for example daily, weekly meeting is mandatory. This time should be adequate to cover the planned items. An open door policy encourages the employees. The coach should be approachable to the staff members. Communication between the staff and the leaders needs to be two way. The employees must have the required information to discharge their duties in the organization. The environment where the employees operate should encourage risk taking and problem solving. The employees will grow and develop confidence in their work. This lead to autonomy and the employee will feel valued by the organization.
Henry Mintzberg came up with a management theory. The roles of a manager according to Henry Mintzberg include interpersonal roles, decisional roles and informational roles (Griffin, 2012). The interpersonal roles demand that the manger be a figurehead of the organization. The manager talks with visitors of the organization, attends meetings that are symbolic and ceremonial. As a leader, the manager is the one that hires, trains, develops and motivates the employees to work better for the organization. The manager offers informational roles in the organization. The manager is in position to disseminate the information to employees in good time. The manager receives the information and he is the one that monitors any latest development in the organization. Once the manager receives the information that concerns the organization, it is his responsibility to ensure that the employees get the information. The manager acts as the spokesperson of the organization. The manager makes speeches on behalf of the organization. The manager also has a decision function in the organization. The manager as an entrepreneur develops ways and ideas for innovation in the organization. He is the one who allocates the resources by revising and reviewing budgets of the organization. As a decision maker, the manager resolves the conflicts between the subordinates in the organization.
An intervention strategy is a deliberate, planned and focused efforts designed to improve the growth, viability and relevance of the organization. Intervention strategy facilitates change in the organization structure for example the introduction of a new technology in the organization (Werner & DeSimone, 2012). The first step involves identifying an area in the organization that needs intervention strategy. This involves assessing the performance of the organization and the set goals. The second step is to set goals for the organization that are SMART (specific, measurable, attainable, realistic and time related). The third step involves identifying actions that cause the organization to be at its current state. This step requires critical analysis of every area of the organization and measuring it against expected performance. The fourth step is identifying the actions that will improve the organization business through an intervention. The fifth step is the implementation stage. This stage consists of start time, the tasks involved, the responsibilities, the resources required and deadlines. The last and final step is the evaluation stage. This involves developing ways to evaluate and monitor the results.
References
Griffin, R. W. (2012). Management. Mason, Ohio: Cengage Learning Custom Publishing.
Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason, Ohio: Cengage Learning Custom Publishing.
