Given the statement above what is it that coaches do to provide value
to their clients?
I think there are a
couple of things that a good coach can due to assist their clientele. First,
they can explore the situations in depth through a question and answer session.
Based on the results of that session they can make recommendations grounded in
realities and using goal setting. Second, I think a good coach can look at a
matter with a fresh set of eyes and initiate an objective to determine what
restraints are holding the client back. Based on their findings, they can give
direction and advice from a third party perspective. One source said this about
coaching in the organization, “A company that is
intentional about integrating a coaching culture as a comprehensive and
enterprise-wide approach has the potential to move its entire workforce toward
peak performance” (Greene, 2012). With that being said, organizations who are
using a coach can accept that they need help and get insight to what changes
and direction they should take.
Why is coaching a vital aspect of both leadership and strategy?
I personally feel like using a coach gives a competitive
advantage to the organization. By using or gaining a coach, they organization
is saying “we need a fresh set of eyes on the issues here and we could use an
outside perspective on the matter”. Strategically, they could also help
identify some things that leadership might not have. Using the GROW model, they
could identify areas of weakness, find out the goals and offer solutions to
obtain those goals. Often times what happens is, companies (like people) become
complacent and comfortable. They have lost the long term sight and direction of
their organization. A coach can really help them get back on track. One source
says “Coaching is used to increase management
competencies and practices that facilitate the planning process can have a
positive impact in making strategy development and implementation achievable with
confidence, efficiency, and full use of organizational resources” (SIOP, 2013).
All of those factors lead to strategic monetary gains for the organization.
With long term planning, goals, and understanding in place, the organization is
then set to thrive.
How can it make a difference in an organization?
Well at the current time we do not have anything in place at
all. So to be honest, anything we do is a step in the right direction. Often
times when controllers have been in a facility for awhile, they become
complacent and under motivated. Their daily job is to show up and work for
their eight hours and go home. There isn’t any specific reward for going out of
your way to be a good controller and your boss isn’t likely to motivate you do
go and better yourself. Like I’ve mentioned in the past, there isn’t really
anywhere for anyone to progress to unless they are leaving the company. Once a
person makes the manager level (if they even want to), there isn’t anywhere but
the home office to advance to. So that really does limit the amount of
motivation anyone might have. So based on the reading there needs to be a focus
on people before anything else can begin. “This means there is an opportunity
or need to develop people both in terms of their ability as well as in terms of
relationship with them” (Obolensky, 2014).
What does this mean to you and your organization?
What this means to my organization is that we need to care a
little bit more about the everyday controllers. How can we keep employees
motivated when they do the same thing everyday at the same place? Generally
speaking, each airport deals with the same type of traffic and the same users.
There really isn’t any incentive right now to go outside anyone’s comfort zone
to improve. I agree that organization’s can solve their own problems and that
they can deal with their employees. However, I feel as though sometimes the
organization has no idea that it has an issue or that it might need a coach to
help it reach its best potential. We haven’t even reached the point of
realizing out issues or understanding the possible options moving forward. This
means that we have a long way to go before we are successful in maintaining and
keeping employees engaged. This is important especially in long term planning
and success for the organization.
References
Greene, B. (2012, December 12). The Power of a Coaching
Culture on Organizational Performance. Retrieved October 1, 2015, from
http://www.cpiworld.com/knowledge-center/white-papers/the-power-of-a-coaching-culture-on-organizational-performance
Obolensky, N. (2014). Complex adaptive leadership:
Embracing paradox and uncertainty (2nd
ed.). Burlington , VT
SIOP. (2013, September 14). Linking Coaching with Business
Strategy. Retrieved October 1, 2015, from
http://www.siop.org/workplace/coaching/linking_coaching_with_business_s.aspx
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