Management Coaching

MANAGEMENT COACHING "define first what you want to be and then do what you have to do to achieve it? Introduction Several authors agree that it moves from an industrial society to another type of society, knowledge society, which is based on information resources and knowledge management, where organizations are conceived as networks of knowledge, with the ability to engage and learn. These companies require professionals to solve complex problems and deal with contingencies. Moreover, the complex process of transformation that distinguishes today's society is affecting the way of life, social relationships, methods of working and learning in different types of organizations. For the above, management attributes to exercise leadership successfully today are much more demanding than before, the demands from the changing environment are now bigger and very different, as is the type of leadership used and what it involves. For this reason, it is vital that managers and business leaders to upgrade their managerial skills through learning new management skills, with the use of different strategies, among which is the coaching.

The latter, according to various authors, constitutes a powerful tool that improves performance on an ongoing basis and to achieve positive change in human capital base. Likewise, the fundamentals that determine the development of countries and companies are the quantity and quality of its leaders. All this is provided by a process called coaching, you hear complicated but is simple to apply and provides advantageous benefits to any company that wants to implement to achieve leadership in their field. Coaching focuses on scenarios and actors competing in a game to win. In the field of live game pragmatic experiences are the result of effort of each player and the joint team with the goal of victory. This will be led by a coach who will be leading a unique contribution to personal use of the explosion and nuances of personal talent will be the hallmark of each player, which mark the difference, ie, are the protagonists. In order to try to convince you that coaching is a comprehensive system about "how is it done? in the direction and mobilization towards successful teams in world competition.

Coaching Background. Coaching is likely to have originated in prehistoric times, but no one knows for sure. However, moving into the twentieth century, the decade between 1950 and 1960, he cites a fact that serves as a reference for how it has shaped and changed the method of coaching. During those decades were developed about adult education programs conducted in New York City, which were based on some principles of learning. These principles state that the self-concept of adults tends towards personal orientation rather than dependence on others. They also state that adult learning is motivated by the need to address real life situations in a more effective. These educational programs were the basis for the development of a technique called Coaching. In addition to these programs related to education and learning, have a special bond with coaching sports psychology which draws some of its principles to perform at our full potential, set and achieve our goals and become a great team player. Sport Psychology tends to build on win-loss model, however, many contemporary coaches prefer to adopt the philosophy of athletes first, and then win it is precisely this last which is related to coaching. In this vein, Macaluso (2006) suggests that the coaching was born in the field of sports.

It records a very long history. The sports coach is the person who takes care of an athlete or a sports team, considering them aim at maximum levels of performance. How many times have we seen what appears to be the miraculous result of work of a sports coach. After some time of taking over of an individual or a team of mediocre performances by all accounts, the coach takes them to exhibit extraordinary performances, performances that are above expectations, performances that initially seemed impossible to reach. The generic coaching as a discipline as a profession that extends beyond sports stems from this experience. Looking for different terrains take the kind of results in their field, generated by the sports coach. What does, in fact, the sports coach? What is the nature of their intervention? This is relatively simple. This is an intervention in the service of generating accurate results, whether embarking on a brand and to ensure a victory over an opponent. To achieve this, the sports coach seeks to identify factors that interfere in the outcome to be achieved and develop the conditions and skills to facilitate their achievement.

On the other hand, we must mention that the principles of coaching are not new. So maybe if it is its focus on mentoring in its three aspects: personal, and business executive. The last two terms in trace their leadership programs in the early 1980. We can say that coaching applied to the business world has had its boom since the mid-eighties or so. When some thinkers of science in business administration became interested in how the coaches or players and coaches headed to sports teams. In addition to finding the best way to implement the methods in the business field sports. This boom was the result of the constant demands of advisory services requested by various businesses, companies and organizations, and as a result of the rapid changes required by the global market. Today, coaching, despite having no skills or tools framed in one area of ​​knowledge, continues to evolve and increase its use in the professional and entrepreneurial in order to successfully respond to the needs and requirements of the organizations and their environment in general.

Definition of Coaching Coaching is defined (personal advice) the process of helping individuals or teams of people to perform to their fullest capabilities. This means to draw strength from these people, helping them to transcend their personal limitations and barriers to achieving the best of themselves, and facilitators who can act as effectively as members of a team. In this way, coaching requires an emphasis on both the task and relationships (Dilts, 2004).

To write, president of the Association for Training and Development Company of Catalonia, suggests that coaching is an English term which means to train and prepare, is used to define an individualized training for persons responsible for running a business . The coaching is "the art of facilitating the growth of people using a structured and efficient, allowing the control to boost its leadership, helping to engage and release the potential of his team" The Management Coaching and Coaching Management objectives is a form of professional intervention aimed at helping people (Managers and Partners) to develop and / or strengthen their competencies (attitudes, knowledge and functional skills, behavioral and conceptual) to successfully respond to the needs of your organization and its environment in general . Certainly the specific objectives of Management Coaching process are set by the client and the coach together. However, we note that generally these are the objectives that the client to achieve a better adaptation to change, better personal and professional performance through the development of their skills, reach a steady balance between different aspects of your life, and get a relationship deeper personal, with the consequent enjoyment by their actions and feelings of self-realization.

For Garcia Garrido and others (2006), coaching is seen as a system that includes concepts, structures, processes, tools and measuring instruments and groups of people, comprising also a style of leadership, a particular form of select people or create groups of people in development. Turn helps employees improve their job skills through praise and positive feedback based on observation. Therefore it is an activity that improves performance on an ongoing basis. Specifically, it is a conversation that involves at least two people in our case to a supervisor and an individual, although it may be between a superior and his team. The concept underlying this definition is that there has been coaching unless positive change has occurred. Managers, supervisors and leaders can have many types of conversations in which they try to improve some aspect of individual or team performance. But if any improvement occurs, then what happened was an interaction of some kind, but not any for Dezerega (2007), coaching is assumed to be a professional relationship that includes concepts, structure, processes and tools specific improving the performance on an ongoing basis through verbal and nonverbal communication.

Coaching as a management tool involves two key figures: the coach and the coachee. Thus the goal of Management Coaching strategic competence is the activity carried out by a manager or executive (coach, guide, leader), to guide or lead to an employee (coachee, guided) to a place or a goal mutually agreed using specialized strategies or means the coach manages to lead the coachee to achieve agreed location (or another situation to be achieved. In coaching we can then associate with the activities to achieve progress or move the coachee towards the desired situation . The degree of success of coaching is measured both by the level at which progress is achieved or sought to shift as the degree of support, of the advance-in time: the levels of progress and sustainability depend on both the coach and the (I) coachee (s). The executive or manager, to become coach-management requires acquiring expertise in those aspects that beyond their technical and business management will enable as coach in the context of transformational leadership in human groups: this leadership of human systems is shaped by human beings, culturally and emotionally intertwined, multiple and complex conversational networks - verbal and nonverbal cues that seek to achieve individual and collective goals.

Hence, the manager to act as coach-in the context of transformational leadership, not just increase their skills purely linguistic or cognitive-necessarily perfect-but-also-master requires emotional and physical skills to provide it to him and charge-groups reach optimum performance situations individual, group and organizational, for the achievement of high levels of prosperity and happiness. Happiness, unlike any other purpose is a human-final order: it is never a means to another end, is the only end in itself. Hence the need for executive-comfort-even achieve spiritual clarity and peace. This means not avoiding the ethical issues related to values, conversely, involves face them with strength, courage and ingenuity (in accordance with each and every one of the other relevant organizational aspects: symbols, systems and structures, people and skills, and allocation of responsibilities and resources). A manager, a leading candidate for Coach transformer and requires both a thorough understanding of what this means as well as learn to idealized influence, inspirational motivation create, achieve intellectual stimulation and individualized consideration paid. Transformational leadership and action, understood in this context is understood, as the exercise of influence and guidance in the management of knowledge, commitment and coordinated action to achieve the stated purposes.

A distinctive feature in this leadership is that through a proper management structure, it allows the participation of all school actors in different areas of school management, and particularly as teachers, they demand his particular contribution to the institution, through the exercise of their own leadership. Bass and Avolio (1994) argue that the more active and effective the more transformational leader will be. The construct is associated with Transformational Leadership Inspiring employees in four different ways: through Perfect Influence (II), inspirational motivation (IM), intellectual stimulation (EI), Individualized Consideration (IC). The Perfect Influence through action results in which the leader puts the needs of its employees to yours, sharing risks, preventing abuse of power and personal gain, exhibiting high moral and ethical standards, encouraging their employees to identify with him. Inspiring Motivation has to do with a clear communication of expectations, vision and mission and a shared commitment to the organization, actively involve employees, providing the challenges and excitement in them. Intellectual Stimulation (IS), is related to actions and behaviors such as the stimulation of creativity and innovation partners, through constant questioning and searching for new ways to perform their activities, reformulating problems and challenging them to alternatives outside the status quo.

Individualized consideration, attention is given to the needs of individuals and groups to develop and grow according to the needs of the organización.Todo this in order to achieve better performance and greater satisfaction, encouraging greater commitment, participation and loyalty, with less stress and despite eventualities and even, according to circumstances, seek to strengthen, or change, organizational culture and politics, more participative or directive. The executive or manager, to become a coach, requires management to acquire expertise in those areas that beyond their technical and business management will enable as coach in a context of human groups transformational leadership: leadership that is in the human system configured by human beings, culturally and emotionally intertwined, and complex multi-conversational networks, verbal and nonverbal trying to achieve individual and collective goals. For this reason this course aims to provide a systemic approach based on Management Coaching, in order to increase management skills. Management Coaching Modes can be seen basically two different types of Coaching Management. The first where the Coach is external. Here a consultant, an outside professional and educated on the subject acts as the Coach of the Manager.

Once a contract is agreed upon a process of 3 months to 2 years of coaching. The hiring of an external coach can run with the organization, which seeks to provide timely support to development of one or more of its managers, or may be provided for managers themselves, who seeks a personal level professional support to their role . The second mode occurs when the Coach is internal. Here the manager, trained in the subject and sufficiently trained for the role acts as the Coach of their executives and employees. This mode corresponds to a program institutionalized in the organization where the CEO takes the role of Coach and initiates a process of coaching with some of his closest collaborators. This program is usually framed within the so-called "executive development? and in its first phase usually begins with an assessment of performance, or 360 ° feedback survey of managers' needs in terms of competencies required in the organization to achieve strategic objectives such and such, to which follows a process of Coaching for these managers. In its second phase, training is performed in the first phase they were coached to become in turn Coach of its top executives, so the organization is institutionalized in the role of Manager as Coach.

The first phase of the program is usually done with an external coach, as well as training in the second phase, after implementation, maintenance, and with them the know-how and capital remains in the organization. Consistent with the above approach Escribá (2003), internal coaching is being done within the companies themselves. It consists of a specific period and is conducted in a given time, always looking for well-formed goals. Due to a specific need, but it is desirable to become part of the management style of the person, applying at all times in their relationships with their partners. It also suggests that the external Coaching: This method of training is being carried out by external agents outside the organization. Try directive does not enhance the image only within the organization, but that projects outside their four walls to reach greater. In this way the company is known about the effectiveness of managers in charge, giving a more human dimension. Benefits of a Good Coaching Management Based on experience gained by the Mexican Coach Renato Gazmuri (2005), the benefits of Coaching Management process include the organizational, professional and personal (family).

Some of the benefits cited are Gazmuri: Develop the skills and abilities and increases knowledge · Produce high-quality feedback Improves performance and productivity · Improved the behavior and attitude of the entire area · Increase learning ability , that is, learning to learn faster · Improved relations between managers and subordinates Improves quality of life for all involved · Free time Manager - Coach · Produces more creative ideas Possible barriers to Coaching Management Some of the potential barriers, real or not, drawn from empirical experience, as Gazmuri, explaining the rejection of some companies and / or Managers to waive and / or attend a Coaching Management process are lack of time, lack of resources and pressures short timeframe for achieving the goals. Also the excuse that lack the capacity and ability among executives in middle and lower levels. Fear of losing control and loss of power of top management as well as the rigid traditional culture of each institution are other possible barrier to coaching. Meanwhile, Julio Olalla Mayor summarized that many, coaching is resistance, which generally obey to three reasons: (1) demand of time, (2) induces the personal challenge of facing one's own feelings and fears and (3 ) generates redistribution of power.

Essential elements for successful management Coaching First Coach to have an integral, excellently prepared. Another key condition is that the client is willing to work with the Coach, with your help, extract and to use all their potential, in that sense, the coaching process should be initiated only and exclusively if the client has the desire and will do. Discipline in the development process (frequency, time, tasks), close communication between Coach and Coach, clear definition of objectives and performance indicators, a high degree of trust and confidentiality are important conditions for the process. Finally, the support of the directors or senior management to coaches and confidence in the benefits of coaching method offer the ideal setting for the success of any Management Coaching. Thanks for reading this article. Contact: To quote irma_articulos@hotmail.com, do as follows: Martínez, M. Iraima V. (2007). MANAGEMENT COACHING. Online article. Available at: http://www.articuloz.com/authors_164076.html. Consultation (year, month, day).