Effective Coaching and Training in the Organization

Issues Affecting the Targeted Company

I am currently working in a small company with a total of 25 workers. Most of these employees have formed several teams in order to achieve their objectives. However, the firm has not achieved the best profits within the past one year. The company’s management has failed to promote the best organizational practices. The major issue affecting this firm is the absence of proper Human Resource (HR) support.

This gap has made it impossible for every worker to support the company’s goals. Most of the employees do not communicate with one another. Absenteeism “increases when there is a poor organizational culture” (Inzer & Crawford, 2005, p. 39). Many employees work for more hours thus resulting in exhaustion. These individuals have failed to focus on the best organizational goals. The company does not embrace the best interactional skills. The above teams also lack competent leaders. The firm has also failed to promote the concept of work-life balance. These malpractices have affected the company’s profitability.

Analyzing the Company Using the Nine Key Principles for Effective Practice

Learning Relationship

Organizational change should be a continuous process in every firm. Business organizations should focus on the best Change Models (CMs) in order to succeed. Our firm does not promote the best learning relationships. This situation has made it impossible for the firm to implement new changes (Passmore, 2010).

Setting the Right Agenda

Employees and managers should set the right mood in order to achieve the best goals. This principle encourages “managers to focus on the best agenda” (Passmore, 2010, p. 76). The company has failed to support this principle. This weakness has made it impossible for the company to achieve its goals.

Facilitating Learning and Development

Organizational managers should always mentor their workers. Such managers should also facilitate continuous learning in order to achieve the best outcomes (Passmore, 2010). Our company lacks effective strategies to mentor its workers.

The Context

The targeted firm lacks an appropriate “context” for its business functions activities. The HR department does not support the company’s goals. This gap has affected the organization’s performance and profitability (Passmore, 2010).

The Outcome

Business managers should promote the best actions in order to support their employees. Our company has done very little to address its problems. The majority of the employees have decided to quit their jobs. Business firms should therefore embrace the best actions in order to achieve their goals (Connor & Pokora, 2012).

The Approach or Model

This principle makes it easier for every organization to have a sense of direction. The approach encourages every employee to focus on the targeted goals. The firm lacks an effective strategy to empower and support its stakeholders. The firm is currently lacking a sense of direction. This weakness explains why the organization has been unable to achieve most of its goals (Connor & Pokora, 2012).

Skills

The targeted organization lacks an effective framework to present the best competencies to its workers. This approach “can ensure every employee acquires the best insights and practices” (Passmore, 2010, p. 82). This approach “promotes the best ideas in order to deliver the required results” (Passmore, 2010, p. 87).

Qualities of the Mentor or Coach

Mentors have a huge role to play in every organization. Such leaders provide the best ideas to their clients. The practice can make every employee competent. Business firms should promote positive relationships with their stakeholders (Inzer & Crawford, 2005). They should hire competent mentors to support and train their clients. This strategy can produce the best outcomes in every organization.

Ethical Practices

This principle explains why managers, mentors, and leaders should embrace the best ideas. Mentors should also act in a professional manner. This principle also “enhances and safeguards every mentoring process” (Connor & Pokora, 2012, p. 9). My firm does not embrace this principle thus affecting the welfare of its employees. Malpractice is currently affecting the company’s profitability.

Proposing the Best Training Program

A proper training program will ensure this organization achieves its objectives. The program will address the challenges affecting the company’s productivity. The training program will also focus on the best coaching strategies. The approach will ensure the company is on the right track. To begin with, a competent Human Resource Manager (HRM) should be in charge of the proposed training program. The individual should have the “required competencies and skills in order to achieve the best outcomes” (Connor & Pokora, 2012, p. 28). This strategy will make it easier for the company to implement every new change.

Every employee and stakeholder should attend this training program. The company’s leaders and managers should also attend the program. These managers will be able to identify the obstacles affecting the company. They will also highlight the unique challenges making their employees less productive (Connor & Pokora, 2012). The HRM will use appropriate concepts in order to empower every stakeholder. This training program will make it easier for the firm to achieve most of its objectives.

Incorporating a Coaching Program

The above training program will equip every stakeholder with the best concepts, ideas, and principles. A powerful coaching program will support the needs of different employees. I will also ensure every trainee is part of the coaching program. I will promote the best learning relationships with my trainees. These relationships will ensure the individuals identify their weaknesses and strengths. The trainees will eventually realize their abilities and potentials. This knowledge will make it easier for them to achieve their goals. Another powerful strategy is active listening. This concept encourages mentors to listen to their clients (Connor & Pokora, 2012).

The approach will create a mutual environment that promotes the best learning experience. Mentors should also embrace the best ethical ideas. I will also use this concept to monitor the behaviors of my clients. I will also encourage my clients to respect one another. This approach will ensure every person focuses on the best outcomes.

The other powerful technique is called reflective practice. I will also use “the nine principles for effective practice in order to have a successful mentoring program” (Connor & Pokora, 2012, p. 9). The proposed training program will equip me with better ideas in order to have a successful mentoring process. I will also embrace the power of critical thinking in order to support every employee.

Some techniques such as “effective communication, appropriate decision making, and problem-solving techniques will ensure the mentoring process is successful” (Inzer & Crawford, 2005, p. 36). Every participant should “ask and answer questions throughout the mentoring process” (Inzer & Crawford, 2005, p. 42). The program will also have a unique vision and purpose. The proposed mentoring program will eventually support the company’s long term goals.

Reference List

Connor, M., & Pokora, J. (2012). Coaching and Mentoring at Work: Developing Effective Practice. New York, NY: Open University Press.

Inzer, L., & Crawford, C. (2005). A Review of Formal and Informal Mentoring: Processes, Problems, and Design. Journal of Leadership Education, 4(1), 31-50.

Passmore, J. (2010). Excellence in Coaching: The Industry Guide. New York, NY: Kogan Page.