Workplace Coaching In The Workplace

1010 Words 5 Pages
finition of workplace coaching by Myles Downey: “Coaching is the art and practice of inspiring, energising and facilitating the performance, learning and development of the other person”, this statement genuinely defines coaching practically and mindfully. A clear and straight forward message is portrayed in this definition having a very positive impact and an effect on one.

My definition of workplace coaching is about supporting, developing, and unlocking a person's potential and maximising their performance. This encourages and leads to a higher motivated, engaged and inspired team who will be more effective in achieving their specific goals. To support individuals in improving their performance, a coach can use a wide range of coaching
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For the coach, it can include helping the coaches to learn, grow, and change and to adapt as well as achieve personal accomplishments. In turn, the coach will receive feedback from the coachee, which will lead to a great deal of appreciation. The coach also receives job satisfaction when the whole team are able to work together and be proud of their achievements.

As for the coachee, the benefits of workplace coaching will make them feel supported and encouraged by their line manager. They will build on valuable skills and knowledge, and will feel motivated, committed to their role, and will have a clear vision of their goals and objectives.

Overall, coaching will increase customer loyalty and customer service, which will lead to deepening relationships with customers, and subsequently to an increase in market performance (profit chain). Positive coaching then leads to the organisation benefiting from improved morale and satisfaction, higher retention of staff, career progression as it will strengthen staff skills. We can then delegate and pass the responsibility to others in the team, this will boost productivity by helping them work smarter using their own
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Therefore, what I did is I set a structure and invited them to weekly touch points, allowing them sufficient time to prepare. From the touch points, I established that all of them had said there weren't any appointment slots available in their colleague diaries. I used many powerful open questions (what, how, where, when) and statements like ‘What would help you?’ ‘What have you thought about doing (or tried)?’, ‘How will you know you are improving?’, and ‘What does it mean to achieve your objectives? By using this method of coaching, they came up with the exploring the options, for example, booking at the branches and using online banking. This had a large impact on my coachee’s; it increased performance as well as increased awareness and responsibility and encouraged proactive behaviour as well as achieving their

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