Midterm Assignment For HRM

Midterm Assignment For HRM

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Midterm Assignment For HRM

Introduction

Every person requires a coach, whether a bridge player, a tennis player, an employee or even a leader, to ensure feedback. Coaching in the organization is a successful way of setting the existing employees for success; this is due to coaching primarily aimed at providing employees with the tools they require to improve their skills and increase their knowledge. Organizational coaching aims at systematic change in the company (Bozer & Jones, 2018). However, change can result in several problems where people are required to develop and achieve goals; simultaneously, they must handle issues caused by change. Coaching in an organization is crucial and can be a stepping-stone for corporate change, even at the gaping level. Hence, with coaching being an essential element in all organizations, it can shift the company’s cultural tendency for change and direction.

Question 1

As the human resource (HR) manager, I would conduct a qualitative research approach to determining how to talk to Jane concerning her coaching. A research approach refers to a procedure and a plan for research that involves the steps from a broad assumption to comprehensive methods of interpretation, analysis, and data collection. Hence, the plan to approach Jane will involve several decisions that do not necessarily need to be obtained in the manner in which they are sensible to me. The qualitative research will best suit the research concerning how to approach Jane successfully because it is an approach for understanding and exploring the meaning groups or people ascribe to a human or a social problem (de Haan, 2019). The qualitative research process involves emerging procedures and questions, data analysis practically established to general themes from particulars. The research process for determining how to talk to Jane will also include data typically gathered in the participant’s setting, that is, the executive level, as she is the organization’s vice president.

Question 2

Moreover, after conducting the qualitative research, I will approach Jane concerning her coaching; this is because it is essential to inform her about the coaching to avoid any conflict that may arise while sending staff to coach her. Also, informing Jane on the coaching, specifically at the executive (executive coaching), will be significant in preparing her for her development as an individual. It will also be essential to approach Jane on the coaching concern to explain the benefits she will acquire from being coached.

Question 3

Nevertheless, having jane coach will result in several pros and cons. The pros or benefits include increased employee engagement, where having Jane coach will make employees truly engaged. The coaching will ensure her individual development; hence she will no longer ignore problems or mismanage them or talk down to the staff (Bonneywell & Gannon 2021). Thus, with Jane valuing the opinions of the employees, there will be increased employee engagement. Also, having Jane coached will result in increased accountability. Coaching at the organization involves creating accountabilities and driving actions allowing the appropriate empowerment to ensure work completion. Hence, having Jane coached will make actions increasingly visible and drive accountability. In addition, having Jane coached will develop a spotlight through identifying weaknesses in the corporate system, such as lack of management engagement; this will assist in establishing core competencies and promote maximum benefit and productivity. However, there are several cons of having Jane coached. For example, there is a need to make coaching a priority in the company. Establishing a coaching culture at the company will need prioritization, intentionality, attention, accountability, and time which may lack in the company. Also, coaching needs considerable time and patience to ensure its success. Jane may also experience fear of change may be a distractor to having her coach.

Question 4

In introducing the coaching idea to Jane, I would start with communication to encourage her. Also, communication with her would get her to understand the importance of developing a coaching culture. Hence, I would provide her with a clear description of coaching benefits, such as increasing accountability and employee engagement; this would be essential to get her on board. I would also ensure “walking the talk” in introducing the coaching idea to Jane. I would also highlight positive coaching examples and results to provide a significant way of getting Jane to accept coaching. Also, when starting to discuss the coaching idea with Jane, I would establish what she wants to achieve; this is beyond her role in the organization- her goals. I would also pose her the reality to ensure focus on particular facts in the organization. I would then introduce the coaching option.

Question 5

In case Jane accepts coaching, I would ensure to use an external coach. An external coach refers to a certified professional coach hired and outsourced from the coachee company outside. Many leaders prefer an external coach, so it would be best for me to use an external coach for Jane as a leader (Taylor et al., 2019). The external coach has fewer drawbacks compared to an internal coach, who may be perceived as less confidential and less credible. The external coach has numerous benefits, such as higher credibility through staying updated with alterations in coaching, being transparent, and growing professionally. The external coach also has greater objectivity and experience in multiple organizations, businesses, and industries’ environments. Also, an external coach would bring a fresh perspective to the organization and have a significant confidentiality level. In addition, an external coach has considerable exposure and recency concerning best practices in coaching and other coaches. Also, coaching is their primary profession; an external coach is dependent on being effective at each coaching assignment.

Question 6

I would utilize Jane as an advocate for assisting in leading a coaching culture in the organization after her coaching success. Using Jane to spearhead coaching as a champion would give the entire organizational team opportunities to excel even outside their organization and become the best. It would also give the organization’s employees opportunities to develop themselves professionally and personally. Also, Jane is spearheading a coaching culture that would not only contribute to professional development. Still, it would also establish strong communication skills with the staff who directly report to her and increase their confidence. Using Jane as a coach to lead the coaching culture in the organization would make her focus on assisting her team in gaining both long-term and long-term wins (Dennison, 2021). In addition, Jane as a coach, would help with employee retention. When staff view the executive as a team that recognizes their doings and is considering investing in their workers and staff, similarly as staff are investing in organizational values and goals, this will lead to employee retention.

Question 7

However, if I do not coach Jane, I would ensure several alternative means of assisting her in becoming effective in the organization. These include empowering Jane to make decisions to avoid her failing in different ways. Many things can become problematic when a leader such as Jane fails to make decisions, such as failing to manage problems. Hence, empowering Jane to make informed decisions would make her effective in the organization. Also, I would communicate with Jane. Organizational communication is essential, especially in achieving an organizational initiative or strategy (Ocasio et al., 2018). Hence, communicating with Jane would help her become more effective by providing insights on business strategy and over-arching goals to ensure the successful execution of the strategy; this would make Jane effective in the organization. I would also establish a closer look at skills that Jane requires to be successful in the organization, such as being a leader and engaging her staff. I would then offer the development of these skills to her to ensure she becomes successful.

In conclusion, coaching is essential in an organization to ensure professional development and a culture change. As a result, it increases accountability and employee retention and develops a spotlight. It also promotes individual development, especially executive coaching. Qualitative research would be essential in determining how to approach Jane concerning her coaching. I would also use an external coach to coach her. In introducing the coaching idea to Jane, I would start with communication to encourage her and be an example. I would also use Jane to spearhead coaching as a champion would give the entire organizational team opportunities to excel even outside their organization and become the best. In addition, other alternatives apart from coaching include communicating with Jane and empowering her to make decisions. However, coaching has become prevalent in many organizations. Therefore, coaching should be utilized in all organizations as it can alter the direction of the organization and shift the organization’s cultural tendency for change.

References

Bonneywell, S., & Gannon, J. (2021). Maximising female leader development through simultaneous individual and group coaching. Coaching: An International Journal of Theory, Research and Practice, 1-17.

Bozer, G., & Jones, R. J. (2018). Understanding the factors that determine workplace coaching effectiveness: A systematic literature review. European Journal of Work and Organizational Psychology, 27(3), 342-361.

de Haan, E. (2019). A systematic review of qualitative studies in workplace and executive coaching: The emergence of a body of research. Consulting Psychology Journal: Practice and Research, 71(4), 227.

Dennison, K. (2021). Why Leaders Should Consider Shifting To A Coaching Leadership Style Now More Than Ever. Retrieved September 4, 2022, from Forbes website: https://www.forbes.com/sites/karadennison/2021/09/20/why-leaders-should-consider-shifting-to-a-coaching-leadership-style-now-more-than-ever/?sh=5ed0fa742f81

Ocasio, W., Laamanen, T., & Vaara, E. (2018). Communication and attention dynamics: An attention‐based view of strategic change. Strategic Management Journal, 39(1), 155-167.

Taylor, S. N., Passarelli, A. M., & Van Oosten, E. B. (2019). Leadership coach effectiveness as fostering self-determined, sustained change. The Leadership Quarterly, 30(6), 101313.