Coaching and Performance Management - Research Paper Example

Coaching and Performance Management MEMO TO: The Professor, FROM: Human Resource Development (HRD), DATE: 3/17/13 SUBJECT: COACHING AND PERFORMANCE MANAGEMENT. Teams are increasingly common way for today’s organizations to structure work in order to achieve competitive advantage (Mohrman, Cohen $ Mohr man, 1995). The difference in the work team performance is that the highly rated ones perform to the highest level of the period’s extend. Many and several theories explain the influence of leadership on the performance of an organization basing on the character traits leaders tend to portray.

The theories do not explain in detail the micro-behaviors leaders portray as selection and Managerial implications. It is clear that such development and selection of team leaders makes new information available and thus can enhance growth in management and managerial practices. According to research, leader behavior has a significant impact on project performance for HPTWs (Ammeter$ Dukerich, 2002; Hirokawa $ Keyton, 1995; C.E Larson $ Lafasto, 1989). Leaders should be able to influence the character of team members for a better outcome and performance.

Sets of skills are needed when in a leadership position which include positive interaction provision and communication enhancement. Edmondson (1999) discovered that behaviors in leadership impact the general team’s performance. Learning has been described as behavioral change that is the result of some experience and reflection based upon that experience (Huber, 1991; Slater $ Narver 1995). Many things influence the learning experience among them being information and daily life actions and experiences.

This happens when individuals reflect and use the skill in cultivated into them by putting them into action (Luecke). However, learning is different with knowledge basing on the fact that it is usually identified by the process of cognitive that enhance new information generation, which must further be put to verification. Knowledge, on the other hand, includes the interpretation of a learning experience. By finding solutions to problems, the capabilities of a business are then improved. Managerial coaching is also a better way to improve learning in an organization.

Many scholars would like to see coaching placed at the heart of management practice (Burdett, 1998; Hamlin, Ellinger $ Beattie, 2006; Hunt $ Weintraub, 2002). A manager designed to improve the employees learning comprises of four constructs that include correct team approach and openness in communication among others. Coaching behaviors exhibited by organizations members enhances learning in an organization. Team experience was enhanced for finding out how team experience processing will alter the nature and actions of potential ranges.

TRENDS DISCUSSED ABOVE. Team work is essential to achieve good performance in an organization. This comes by encouraging cooperation among the various members. Leadership influences the performance of an organization (Mujtaba). Good leaders are able to manage well their employees and achieve the organizations plans and objectives together. Ability to influence members positively is a good trait of a good manager who lays a good foundation to the organization of the business. Acquiring morals from learning is essential and basic as it makes one put to place and practice the skills taught.

Leadership comes along with skills that are necessary to help coordinate members of an organization such as the ability to communicate with all members of an organization and good management of resources. Learning experience is influenced by the information that is passed to the members. This very crucial as it will determine the future performance of the members. The knowledge process is usually identified by the cognitive process. Finding solutions and solving problems are laying a strong foundation in ensuring that the smooth running of an organization is enhanced.

Managers play a significant part in the behavior influence by acting as a mirror through which several other members learn and grow their skills. IMPORTANCE Coaching and performance management are influential in many ways. It strengthens and binds the old and new employees together with their managers. This happens by clearly outlining roles and responsibilities of the respective individuals in the organization. Develops and catalyzes focus on an individual’s curve of learning hence speeding up on the expectations required from them.

There is improved communication both internal and external between and among several members of the organization. New and relevant behaviors are taught to develop a proper attitude that speeds up productivity in an organization. Constructive feedback is always given on time to members from the managers. Enables one practice leadership skills by putting them to practice them. Managerial skills such as praising employees enhance production by motivating the work done by members. Mistakes noticed within the organization are immediately corrected upon notice eliminates interpersonal barriers and the differences in perception by in cultivating proper attitude to members developing respect among individuals.

Fights out discrimination by helping members to work and move together. Decision making and implementation become easy as problems encountered and noticed are reported, and solutions found. RECOMMENDATIONS Avoid letting problems grow and fester. Ask, consult and concern various people and parties to find appropriate solutions and measures to cater for the problem. Avoid delaying and procrastinating opportunities. Common problems should have solutions and situations. Always one should be selective and careful with topics conversations instead of one being comprehensive.

Find one key solution to a problem. Proper planning and doing things in advance is of help. Thoughts in people's minds should be rehearsed often. Before advocating, several questions should be asked. Avoid being too vulnerable by finding your own contributions. Avoid being defensive when others see your shortcomings. Thank them for their corrections. Works Cited Luecke, Richard, and Brian J. Hall. Performance Management: Measure and Improve the Effectiveness of Your Employees. Boston, Mass: Harvard Business School Press, 2006. Print. Mujtaba, Bahaudin.

Coaching and Performance Management: Developing and Inspiring Leaders. Davie, Fla: ILEAD Academy, LLC, 2008. Print.