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Coaching Approach in “Leader Communications: Increasing Effectiveness in Teams”

24/ 04/ 2018
  Author: Irina Gorbachova, professional coach (ACSTH), ICF member, more than 20 years of experience in communications, PR, personnel management including management positions One of the key challenges, that leaders are facing today is development of new approaches in human resource management to maximize the effectiveness of company. Today, many employees are gaining experience in various industries and spheres of business, they have completed many trainings, they have proven effective in many projects. In one word - they have became individuals. And the individual, as a psychological figure, tends to defend his position, argue, and be not afraid of arguments and to be an Adult superstructure (in terms of E. Bern) over the functionality of the employee. The biggest for the executives is to be able to negotiate with their subordinates. To influence faster, without relying on a formal power, rather to order a directively, lead faster rather than administer, etc. If you do not do this, you should not be surprised that people leave, or at work without initiative in best case scenario. Today, all modern HR-concepts, one way or another, are related to the concept of engagement and involvement. Consequently, new skills and competencies are needed. By todays standards, it is not enough to be able to correctly set a task and control execution. Today its important to be not just a leader, but to be an inspiring leader, able to motivate, engage, develop, and hold employees. And the coaching approach is best suited for solving this problem. Laconically, coaching is an approach to personal and professional development. This is a reliance on the inner adult position of the coach himself and on the relationship with the client as an adult person able to cope with the tasks that stand before him. This is a distribution of responsibility, a conversation between two adults. Coaching approach has an incredible influence on, as it would seem, the daily actions of the leader: how he listens to employees and what he hears, in what ways he communicates his thoughts, ideas, instructions to subordinates, how he praises and criticizes, how he copes with his emotional state and therefore influencing the atmosphere of the team. Naturally, coaching approach is not a panacea. But this is a very effective way to strengthen leadership competencies, improve the quality of their communication, which will ultimately increase the efficiency of the entire team and greater engagement, initiative and employee responsibility. We invite you to an open lecture Coaching approach in the communications of the leader: increase the effectiveness of the team, which will be conducted by leading practicing professional coaches, members of the International Coach Federation. The event is held within the framework of the International Coaching Week. * * International Week of Coaching (ICW) is a weekly celebration that informs the public about the value of working with a professional coach and recognizes the results and progress achieved during the coaching process.

Author: Irina Gorbachova, professional coach (ACSTH), ICF member, more than 20 years of experience in communications, PR, personnel management including management positions

One of the key challenges, that leaders are facing today is development of new approaches in human resource management to maximize the effectiveness of company.

Today, many employees are gaining experience in various industries and spheres of business, they have completed many trainings, they have proven effective in many projects. In one word – they have became individuals. And the individual, as a psychological figure, tends to defend his position, argue, and be not afraid of arguments and to be an “Adult” superstructure (in terms of E. Bern) over the functionality of the employee.

The biggest for the executives is to be able to negotiate with their subordinates. To influence faster, without relying on a formal power, rather to order a directively, lead faster rather than administer, etc. If you do not do this, you should not be surprised that people leave, or at work without initiative in best case scenario. Today, all modern HR-concepts, one way or another, are related to the concept of engagement and involvement.

Consequently, new skills and competencies are needed. By today’s standards, it is not enough to be able to correctly set a task and control execution. Today it’s important to be not just a leader, but to be an inspiring leader, able to motivate, engage, develop, and hold employees. And the coaching approach is best suited for solving this problem.

Laconically, coaching is an approach to personal and professional development. This is a reliance on the inner adult position of the coach himself and on the relationship with the client as an adult person able to cope with the tasks that stand before him. This is a distribution of responsibility, a conversation between two adults.

Coaching approach has an incredible influence on, as it would seem, the daily actions of the leader: how he listens to employees and what he hears, in what ways he communicates his thoughts, ideas, instructions to subordinates, how he praises and criticizes, how he copes with his emotional state and therefore influencing the atmosphere of the team.

Naturally, coaching approach is not a panacea. But this is a very effective way to strengthen leadership competencies, improve the quality of their communication, which will ultimately increase the efficiency of the entire team and greater engagement, initiative and employee responsibility.

We invite you to an open lecture “Coaching approach in the communications of the leader: increase the effectiveness of the team”, which will be conducted by leading practicing professional coaches, members of the International Coach Federation. The event is held within the framework of the International Coaching Week. *

* International Week of Coaching (ICW) is a weekly celebration that informs the public about the value of working with a professional coach and recognizes the results and progress achieved during the coaching process.

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