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.
Leadership in company is one of the most crucial part in the company as it can influence performance all the groups and individual, further affecting the effectiveness of the company. According to Clegg et al (2005), leading or exercise leadership is to be ahead of the others, to take hem forward where they
Cardiomyopathy, by definition, means the weakening of the heart muscle. The heart is operated by a striated muscle that relies on the autonomic nervous system to function. Cardiomyopathy is diagnosed in four different ways based on what caused the illness and exactly what part of the heart is weakened. The four main types of cardiomyopathy are dilated cardiomyopathy, hypertrophic cardiomyopathy, restrictive cardiomyopathy, and arrhythmogenic right ventricular dysplasia. One other category of cardiomyopathy that is diagnosed is “unclassified cardiomyopathy.” Unclassified cardiomyopathy is the weakening of the heart that does not fit into the main four categories.
Path-goal approach to leadership by House (1971) mentions that the roles of a leader involve primarily increasing individual rewards of followers to gain goal fulfillment and make the path to rewards seamless by clarifying, removing roadblocks and increasing followers opportunities for satisfaction (Dessler & Valenzi, 1977). The theory, which primarily feeds off motivation, has conquered as an acceptably rational explanation for an individual decision-making process. The days when organizations were able to function and prosper based on their product, service, or structural innovations are no longer sufficient to keep them afloat. Nowadays, companies are required to pay extra attention to the leadership process that makes things happen.
...S. (2005). Literature review: Coaching effectiveness - a summary. Retrieved from Research into Leadership website: http://literacy.kent.edu/coaching/information/Research/NHS_CDWPCoachingEffectiveness.pdf
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
Some leaders have to develop major skills like “time management, prioritization, strategic thinking, decision-making, and getting up to speed with the job—to be more effective at work” (Mitchell). For many leaders developing this skill is very hard and will face many obstacles. A leader has to also have the skill and talent to be able to inspire others which is never an easy thing to do especially when the have to inspire others and guarantee they are happy with what they are doing and in the process motivated them to work smarter. In team leadership a leader has to be able to take the task of helping other and give them guidance around the
From researching the benefits of Induction and coaching and also looking into techniques and procedures, I recognise that the achievements of businesses can be greatly advanced. As an aspiring team leader I believe I now understand the process’s and benefits of induction and coaching, which will allow me to develop team members, with the aim of instilling Romec’s core values, making the teams I lead safer, more efficient, and more profitable.
When coaching people there will be many obstacles people will have to go through, but at the end of the day it will be worth the time and effort. People who want to do a good job and represent their company while helping others achieve their goals in the process. “Great followers don’t make it about them. They are humble. They shine the light on the leader. They make their own boss look good—especially in front of his or her boss.” (Hyatt) This is an example of a worker who means business and will do whatever it takes to get things completed. Followers are people who want to do what is ask of them and without making a big deal out of things. “They understand their role. You can’t be a good follower unless you have clearly identified the leader. While you may be a leader in your own realm, everyone has a boss—including you. Great followers not only accept this fact but embrace it.” (Hyatt) People who cannot listen, do things that are asked, and are inconsiderate may not be the best at the situation. They may also fail in the workplace too because everyone has a coach or leader they have to answer to at some point.
To become a truly effective leader, one must encapsulate the various behaviors related to the aforementioned course learnings in his/her persona and demonstrate such behaviors daily. This course has allowed me to identify four behaviors that all leaders must portray to be effective. The first of which is that a leader must be inspirational. To do so, a leader must set the appropriate vision and direction for the organization and provide a path to achieving defined goals. Additionally, a leader must induce the proper levels of motivation so that each employee has sufficient incentive to work towards the organization’s goals. As discussed in the class, motivation can be accomplished by factors such as rewarding hard work and providing the correct opportunities to employees. While these are motivating in that employees desire to be fairly compensated and to be doing work they deem valuable, inspiration comes more from organizational culture. A leader will be inspirational by setting a tone that appreciates each employee’s contribution, no matter how small in scale it is. Further, employees are inspired when they work collaboratively in a group setting and can capitalize on individual strengths to drive organizational goals.
This will always filter down to the rest of the organisation if the Executive Team and any senior management are fully involved. The CIPD (2009) states that the VT Group plc took a “top-down approach...Senior executives and managers have all undertaken training in coaching and as a result the approach has been embedded into the organisation.” By taking an approach like this, the whole organisation becomes more aware of the importance of such a programme. It has high results as well as stated within the VT Group plc, within two years their revenues and profits
There are at least three benefits to testing the efficacy of a mentorship programs on improving leader development. First, mentorship programs are likely to be more cost effective than traditional group-based interventions because they do not require contracted trainers, expensive keynote speakers, or other logistical resources. Second, the mentorship program focuses on leader development, many mentors will also improve as leaders and leader developers alongside their mentees. Third, applying the knowledge gained through mentorship will likely be easier than applying knowledge gained through group interventions because the actual work context is the focus. Those factors alone show that mentoring programs will greatly benefit not only students, but other organizations too (Lester, Hannah, & Harms,
Leaders are considered as an important part to any successful organization because the leader is not just being a successful leader but also to bring achievement to the organization and its employees. “Leadership is the ability to influence a group toward the achievement of goals.” (Robins, page 221). Leaders insist employees on entering training courses to improve the productivity, and to expand their knowledge.
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
Managers should be able to lead the members of their work groups toward the accomplishment of the organization’s goals. Leading is defined as motivating and directing the members of the organization so that they contribute to the achievement of the goals of the organization. In order for leaders and managers to be effective they must understand the dynamics of individual and group behavior, to be able to motivate their employees, and be effective communicators. It is said that a good ...
A leader can approach his or her team in an effective way to drive outcomes.