Coaching Essay

803 Words2 Pages

Once the foundation of the very essence of coaching is established, the next step is towards having the leaders use a combination of motivational jargon and activities to assist the related employee base. A key tool here is the involvement of workers in line with the companies’ goals and priorities. An example here is of the company named Cardo which was a Sweden based industrial group that ran a leadership development program; only the return they got from it was 10-24 times the cost of the entire workshop (Finnstrom, 2009). The idea was simple, put in effect by Aru Anita Hebrand (senior vice president of HR) and Per-Olof Nyquist (head of organizational development), and it was to develop a central idea-that would be followed by managers at …show more content…

Firstly, the “Goal Setting and Self-Managed Learning” aimed at the engagement of all employees through a series of assessments that gauged their feelings and suggestions towards how the company procedures were run. These were then scrutinized by the upper management in order to get more awareness on the various positions the employees had regarding company matters. Secondly, there were the quarterly “In-Person Learning Modules”. These focused on topics like teamwork, leading the organization, psychological commitment (among others). This was the type of learning that provided employees with tools where they could reflect on some theories, frameworks and examples to build up themselves (as better employees) and also their colleagues and managers. The third phase involved “Action Learning”. This was where participants were given different problems and they had to find strategic breakthroughs; through careful planning and with all the hindrances in mind. There were mainly two 90 day projects to find virtual solutions based on the organizations’ struggles. Conclusively, in terms of raising awareness, Cardo believed that it had achieved 80% of its target with the continuation of such …show more content…

As an icing to the cake, the company decided to launch yet another program called “Strategic Fitness Process (SFP)”. This program focused on elaborating details about the company’s true view point of success, its goals and ideas to get to these goals. These items were then presented to the employees to review and share their opinions about it. It was a great way for the upper management to get insights on the criticism the employees had for their systems, their honest thoughts and recommended solutions. This was a way for the company to learn a lot form its workforce; however, the main benefit came in the shape of improved performance and increased motivation from the employee side-this was the hopeful outcome as well. (Renn, 2010, p.

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