In the area of \u200b\u200bpeople management have seen how tools and methods are emerging that are moving through our organizations with more pain than glory. It is true that many of them were tacitly in organizations and what is done is explicit, it sometimes causes a loss of freshness and naturalness previously had. In other cases, print some of these tools methodology has clear benefits. Some are reaching an undoubted reputation. No doubt in recent times one of the stars has been and remains the Coaching in all its forms. In general terms the role of the Coach is to provide professional assistance to individuals and groups to achieve improved performance in activities desempeñan.Este goal is inherent and essential to the work of manager, but sometimes organizations are so immersed in their day to day we need some outside resources to perform certain functions that pertained to the members of the misma.Es clear the added value that a good coach has to a professional or occupational group, provided that this tool is part of a development plan be integrated and more of the same activity, to supplement and support other development activities. What I see in recent times with some wonder, is how companies use coaching with two goals in principle, have little or nothing to do with the above mentioned, namely:
1 .- As a marketing tool of the human resources function : Remember to where each boasted of hours of training imparted to its employees, flexible benefits packages with an ever expanding menu, etc. .., now the new coach ratio is how many I have hired and how many directors and managers of my organization I have included in a coaching program, ie, inventing a new word coach.
2 .- As an apology, excuse, justification, washing awareness or image before the realization of a previously adopted decision : few years ago, we stayed calm, when, after an improvement plan as a manager or control was not performed well, After a few months finally dispensed with it. It seemed so we gave him an opportunity for improvement, and subsequently watched the results we had no choice but to implement the decision we had made months ago. Being honest can say that very few plans for improvements have succeeded in restoring to the people in an acceptable performance level in their organizations. It seems as if it were necessary to show that we were right, and the only thing that matters is to save face before the rest of the organization. It's like having the manager on death row awaiting execution. Observed a very similar dynamic in recent years as far as coaching concerns, "we will put a coach to see if it improves," I've seen lately that many managers have left their organizations and those who had previously assigned a coach. It is still surprising, because if a coach's mission is to help improve performance and this is not achieved, it seems we can conclude that we are in a situation similar to the aforementioned improvement plans. That is, the coach acts of apology or justification for the decision. Yet in these cases the situation has some nuances even more complex, since the work of the coach is usually in most cases led to managerial attitudes, skills, leadership styles, ie less tangible aspects that related to the performance, which border on what is acceptable and what is not, is much more diffuse.
I hope we know among all limit the role of Coach to those aspects that really has a clear added value, and shun the surrogate generate nothing good in our organizations will not be that some start to tremble when your boss or human resource person that will suggest or communicate you going to put a coach in your life.
1 .- As a marketing tool of the human resources function : Remember to where each boasted of hours of training imparted to its employees, flexible benefits packages with an ever expanding menu, etc. .., now the new coach ratio is how many I have hired and how many directors and managers of my organization I have included in a coaching program, ie, inventing a new word coach.
2 .- As an apology, excuse, justification, washing awareness or image before the realization of a previously adopted decision : few years ago, we stayed calm, when, after an improvement plan as a manager or control was not performed well, After a few months finally dispensed with it. It seemed so we gave him an opportunity for improvement, and subsequently watched the results we had no choice but to implement the decision we had made months ago. Being honest can say that very few plans for improvements have succeeded in restoring to the people in an acceptable performance level in their organizations. It seems as if it were necessary to show that we were right, and the only thing that matters is to save face before the rest of the organization. It's like having the manager on death row awaiting execution. Observed a very similar dynamic in recent years as far as coaching concerns, "we will put a coach to see if it improves," I've seen lately that many managers have left their organizations and those who had previously assigned a coach. It is still surprising, because if a coach's mission is to help improve performance and this is not achieved, it seems we can conclude that we are in a situation similar to the aforementioned improvement plans. That is, the coach acts of apology or justification for the decision. Yet in these cases the situation has some nuances even more complex, since the work of the coach is usually in most cases led to managerial attitudes, skills, leadership styles, ie less tangible aspects that related to the performance, which border on what is acceptable and what is not, is much more diffuse.
I hope we know among all limit the role of Coach to those aspects that really has a clear added value, and shun the surrogate generate nothing good in our organizations will not be that some start to tremble when your boss or human resource person that will suggest or communicate you going to put a coach in your life.
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