The coaching process of The darielle group

Feb. 6, 2013 - PRLog -- If you want to have good management success integrated in your business you need to have very good steps of the coaching process. There are many leadership styles such as coercive, pacesetting, visionary, affinitive, democratic, coaching these coaching styles have been found to have the most “bang for the buck”. There is nothing that shows the return of investment in a very high scale such as coaching; it has a return investment that ranges from 500 to 700 percent. Coaching produces a number of important outcomes, including:

Improving the performance to the employees
Enabling subordinates to overcome personal obstacles
Coming up with a new knowledge and abilities
Raising self-confidence for the employees
Enhancing job satisfaction and workplace atmosphere
The team utility is promoted to the fullest
It helps people to be self-learners and thus self-managing
Most people ask the question then if coaching is so effective, why don’t managers do more of coaching? One thing it’s because many managers in many companies have been using effective pacesetting approach. Then the question goes why use these points other than proven methods? On one hand it is very hard to argue with tangible results but there are very good performances that help high employee turnover, stress, strained relationships, prioritizing the individual over the team, and emphasizing quantity of output over the quality.

Step 1: Recognition & Observations

As a first it is quite impossible or very hard for employees to go to their managers requesting that they want to be coached. In the modern age that we live in it is very hard for you to find an employee pointing out their weaknesses such that you want to be coached as most are afraid that they may be replaced as the demand and the supply of employees is not consistent supply is too high. This is why the first thing that managers should do is to recognize that the employees need the coaching.There is one obvious ways that one can look at the situations to look at surroundings such as new employees who always need extensive mentoring and support. It goes without saying that new hires are constantly in need of support and development.

Step 2: Discussion & Agreement

Once you find out that there is the coaching process (http://www.thedariellegroup.com/The_Coaching_Process.html) is needed you then need to go ahead and go to the next step is to honestly discuss about your obsession. One thing that you need to keep in mind is that this is a diagnosis not a monologue. You are not delivering a verdict or diagnosis, but rather seeking mutual agreement on whether your observations are indeed accurate and if so, what next steps are logical. The main purpose of the coaching process is to get an agreement and with no good agreement the process will not be successful. There special cares that need to be taken care of (a) talking out your observation into an acceptance (b) falling for passive concurrence by the candidate. In either of the ways there will be a failure in the relationship if there is a failure.

Step 3: Engage in Coaching

There are very many books and guides that have been written down on how you can be able to carry out a good and firm coaching process. This does not mean that there are not easy processes that one can engage in the coaching process this is because the coaching process is very easy to know as one will not have to straggle on the Coaching process.

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You have to know how to approach the coaching process (http://www.thedariellegroup.com/The_Coaching_Process.html) in that you will not offend the employees and you will be able to get thru to them in such a way that they will respond.