Coaching Outline
Introduction
Coaching the staff is a very important part of the strategies that must be developed in the organization. However, these coaching strategies may be met with various barriers that might not enable it to meet its desired set goals and output. So in order to be able to come up with the best approach in order to be able to get the best put of the personnel in the organization, it is important for the firm to be able to develop a coaching outline that will enable to the executives to develop knowledge and skills that will be important for them when they go to the company’s new division (Weston, 2001). This will include various issues such as understanding the culture of the individuals at the new division which will enable them know the dos and don’ts while at the station. This research paper, will in turn, address the various issues that should be taken into account which will enable these members to be able to adequately lead their multicultural teams.
The Interview
The interview must be tailored to enable the coaching team to be able to help the coaching team to know the strengths and weaknesses of these executives and later to be able to know the best ways of combating the weaknesses that they possess. So during the interview, various questions must be asked to provide the best information. These include;
How many years are you?
What’s your racial background?
What’s your level of education?
Are you religious? If yes, which religion are you affiliated with?
What’s your marital status?
How do you tend to evaluate the performance of your supervisees?
What goals do you expect to achieve in Asia?
Do you tend to be a team player?
What are your strengths and weaknesses?
Once these questions, have been answered, then it will be possible to be able to come up with the best approach that will enable the committee members to be able to meet their expectations. So in this case, I will be of the opinion that the best approach that should be taken is the Path-Goal Theory.
Path-Goal Theory
This may be the best approach that will help the team to achieve the best results, due to the fact that this is an approach that will always take into consideration the employees in order to ensure that the decisions that are arrived at will always meet the lowest form of resistance. This approach is most suitable for all the members of the executive group. However, the approach will be most suitable for the female members of the executive team or the members of the young members of the team. This is mainly due to the fact that they may have a difficulty in being respected by their supervisees at East Asia . This difficulty in obtaining respect may reciprocate in them being unable to give instructions.
This approach has been realized to be the best in tackling unknown environments, due to the fact that it takes into consideration various factors, such as the employee size, the motivational levels of the employees and further their ability to perform the set goals they are required to approach. So with this, it will mean that the leadership path will always be tailored to achieve set goals and objectives . So with this approach, then it will be easier for the executives to be able to easily understand the culture of the employees and further it will enable them to have in place strategies that will always be easily accepted by the employees and hence the new division will be able to run with the minimum hitches (Horward, 2015).
Coaching Approach
Various coaching approaches have been developed over time and in this case, I will choose the goal-focused coaching approach. This will enable the leaders to be able to unequivocally come up with the goals they are planning to achieve and with the fact that they will be able to set their own answers and hence I will prefer the non-directive coaching approach and further may consider the 6 step question approach. In this approach, it will enable the executives to be able to come up with the best answers which will enable them to come up with the best ways of tackling the situation and due to them being the ones who would have come up with these answers they will do everything in their powers to enable them to meet their targets . This approach has a series of 6 questions that must be answered in order to be able to come up with the best results. These questions are;
Where are we going?
Where are you going?
What do you think you’re doing well?
What are some of the suggestions for improvement?
How can I help?
As an employee what can you better about your employer or supervisor?
This approach will be best suited to help coach these executives, due to various reasons. Firstly, it will enable the executives to clearly set out the company’s goals and objectives and this will in turn be a motivating factor for him to achieve these set goals once they begin the process. Secondly, it will enable him to be able to state his or her personal goals and further he will try to ensure that they are met within the time frame provided. Thirdly, this approach will enable the organization, to be able to come up with the executive’s strengths and with them knowing these strengths; it will enable it to come up with a detailed way of maximizing these strengths. Fourthly, the approach will enable the organization to know the weakness of the individual and formulate how they will be able to address the issue. Fifthly, the approach will enable the individual to be able to give his or her suggestions, on how to tackle their weaknesses and hence this will help the firm to be able to come up with the best action plan for the leadership process . Lastly, the approach will enable these executives to take the place of their teams and hence will ensure that they will be able to address the various factors that might be difficult for them to answer .
So using this approach, it is vital that these executives take into consideration various factors pertaining to their new environment. This may include various issues pertaining to the culture of the people of East Asia.
The executives must know the various religious beliefs that these individuals believe in and further how these beliefs will affect their ability to work . For example, it will be culturally wrong to tell the team members to carry out acts such as slaughtering animals or carrying things like pork or other things that they are restricted as per the culture of the people. In addition to this, it is important for them to consider the culture of the individuals pertaining to how they perform various functions, such as eating and the likes .
The culture of the individuals will always determine how these executives carry out their activities, from how they address their team members to how they treat them. This in turn will mean that while coaching them, we will have to consider the executives age and gender in order to be able to coach them as required. This is due to the fact that the age and gender of the individuals will always play a role in determining how people conduct themselves around others. Research has been able to show that in Asia, women are still looked down upon by members of the society, with this in mind, it will be vital for the coaching staff to be able to formulate a coaching method that will, in turn, ensure that it has enabled the female members of the executive on how they will address their teams without them feeling disrespected and further how the members of the executive should always address their elders at the workplace and so forth. This is due to the fact that in Asia the issue of respect to elders is paramount and going against this may, in turn, be deemed to be disrespect hence this may lead to the team lacking its motivation and teamwork.
Lastly, the issue of race should be taken into account due to the fact that race will enable the members of the community to carry out their activities. The race is a part of the major determinant of the culture of the members of the executive hence it will be vital for it to be considered during the coaching process.
For example, below is a transcript of how an executive male member can give instructions to an Asian man.
Transcript of an executive woman to an East Asian man
Miss. Alice: Good Morning Mr. Patel, how are you this fine morning?
Miss Alice: It was okay too. Patel, I like the work you are doing and I would like to ensure that you keep up the good work.
Miss. Alice: Welcome. So Patel, I would like that all the mangoes that were brought in yesterday should all be processed and ready for exportation by today evening.
Miss. Alice: Thank you Patel, I will be back in the evening to ensure that they are ready.
Miss Alice: I don’t doubt your capabilities Patel, see you in the evening.
Evaluation of the Coaching Approach
The evaluation of a coaching approach can be conducted in various ways. These may include:
Carrying out a small test before the actual action comes into play.
Once they have gone to Asia it will be efficient that the return is monitored to see if they have been able to achieve the set goals.
Ensuring that they always file reports on how they interact with the members of their teams and how they address issues pertaining to how their well-being
Asking their team members on how they relate with them.
Conclusion
In conclusion, coaching is a vital part of the preparation if the members of the team on how best they can be able to cater for their teams. The coaching and leadership approaches I have opted for are goal-oriented and hence they will be tailored to ensure that the members of the team are able to meet their set goals in the minimum set time. This will ensure that they are effectively motivated and will help promote teamwork amongst them and their teams.
References
Bozer, G., Joo, B. K., & Santora, J. C. (2015). Executive coaching: Does coach-coachee matching based on similarity really matter?. Consulting Psychology Journal: Practice and Research, 67(3), 218.
De Vries, M. F. K., Rook, C., & Engellau, E. (2016). Coaching Across the Gender Divide—Creating People-Friendly Organizations. In Coach and Couch (pp. 241-252). Palgrave Macmillan UK.
Fiddy, A. (2015). Leadership coaching for results. Coaching: An International Journal of Theory, Research and Practice, 8(2), 181-182.
Gap Minder. (2013). Gap minder world poster. Retrieved July 17, 2016, from Gapminder. org: https://www.gapminder.org/downloads/gapminder-world-poster-2013/
Gebhardt, J. A. (2016). Quagmires for clinical psychology and executive coaching? Ethical considerations and practice challenges. American Psychologist, 71(3), 216.
Howard, A. R. (2015). Coaching to vision versus coaching to improvement needs: a preliminary investigation on the differential impacts of fostering positive and negative emotion during real time executive coaching sessions.Frontiers in psychology, 6, 455.
Itim International. (2016). A structured Appoach to measure, understand and Shape Your organizational Culture. Retrieved July 17, 2016, from Itim.org: http://itim.org/culture-strategy/
Itim International. (2016, June 9). the culture factor japan 2016. Retrieved July 17, 2016, from Itim intenational: http://itim.org/2016/06/09/theculturefactor-japan-2016/
Kampa, S., & White, R. P. (2002). The effectiveness of executive coaching: What we know and what we still need to know.
Meertens, J. V. (2016, March 9). Intercultural Communication and Risk Management. Retrieved July 17, 2016, from Itim International: http://janmeertens.com/not-a-contest/#more-826
Schram, E. (2016, May 16). The "Nordic Culture" and why Finland is potentially losing out. Retrieved July 17, 2016, from Itim International: http://itim.org/2016/05/16/nordic-culture-finland-potentially-losing/
Weston, M. (2001). Coaching generations in the workplace. Nursing Administration Quarterly, 25(2), 11-21.
