What would you say if I could provide you with a tool that would encourage commitment, stimulate creativity, empower people, encourage accountability, deliver performance improvements, build morale, improve retention, focus people and organisation on learning and therefore create intellectual capital?
Interested? Want to know what the tool is? According to Mark McGuinness the tool in question is Business Coaching.
Whilst there are many definitions available Business Coaching is fundamentally a facilitative approach to managing conversations which, if done well, can improve performance and learning.
The interesting thing for me, and the reason why I believe that coaching is growing in importance for the HR professional, is that it works especially well in the contemporary context. People like to feel part of the organisation, they prefer to focus on their personal goals and they appreciate being allowed to find their own way through life and work.
Business Coaching meets these aspirations and I belive that it should be a technique of choice for all companies managing change, learning and performance in today's Web 2.0 environment and knowledge economy.
Saturday, 2 February 2008
Coaching in the knowledge economy
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4 comments:
Thanks for highlighting my post Scott, much appreciated.
Good points about workers' changing expectations. And I like your definition of business coaching.
I'm glad you think coaching is particularly relevant in the contemporary context - the next post in the series on business coaching will be about why I think it is particularly important for the creative industries, and by extension, the whole knowledge economy.
I'd agree that coaching is a critical part of the suite of tools a manager or leader should use. I do think that there is a danger that it can be seen as the panacea to all problems. There is a range of tools, techniques and approaches that managers and leaders should used, ranging from highly directive to an almost ‘I don’t care’ none directed approach. When developing managers and leaders we need to ensure that they explore them all to get a balance in their approach based on their own style, work situation, and people they are working with.
Whilst coaching is key there are a number of other locks to be dealt with.
Hi Dean, I agree that there are (sadly) no panaceas. The quality of the people and relationships are more important than any particular tools.
I looked at coaching in context earlier in my series, looking at David Goleman's research which suggests coaching isn't necessarily the most important tool for a leader - but it's often the most neglected.
Coaching and Leadership
Hi
This is maxi,HR’s focus needs to be firmly on strategic talent management says talent management solution provider Taleo.
I am usually pretty cynical about vendors claiming new insights/trends in HR that just so happens to match their product range but in this case I see some merit in the logic for change suggested by the Taleo team.
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maxi
How to Retain Your Super Star Managers
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