Coach Crisis

During its existence, humanity has come up with a lot of technology "as one person to force another to do what they want first." The most simple – maintain the balance between financial reward and used by employees of the efforts, in combination with an effective system of punishment. This model has worked longer than others, has established itself as a simple and effective tool for its time, of course. However, the management, as a science was born, after mankind has understood – this scheme is not working as effectively as before. In today's society control model is a mix of career aspirations and material management with a set of managerial techniques and tools to move forward, gaining more and more "earth." Unfortunate that in spite of the perfection of these techniques, the company, as well as state, evolving from crisis to crisis, and we can conclude that the onset of the crisis and out of it is beyond the scope of theories of management. Ie every manager, at least in theory, know how to take the company out of crisis, but do not know how this crisis has not hit.

The problem is that all the theories of management, came out of the directive-manipulation scheme "carrot and stick", as described above, and even non-legislative theories are in fact only the antagonists' carrot and stick ". Simply put, business proposed two major model management companies – "carrot and stick" and "anti carrot and stick". How coaching can solve the problem? Coaching itself is not a managerial or theory, but is like outside. Source: James Woolsey. Within Coaching can successfully operate any other theory, provided that they do not contradict its basic principles: – every man is a vast potential (even if you completely clear that the other way round) – each person has all opportunities for self-paced tasks, while task can be done well and the minimum term – people are doing the best selection of available to them – all the good you can do best – Continuous development is not only possible but necessary, therefore, the activities director, management education in the style of coaching comes down to: – the disclosure of potential subordinates – Development responsibility and autonomy in decision-making and action – the ability to provide a positive, motivating to effective action, feedback – improve the bar and impulse to the development of coaching using the principles of easy create a vision of the team, and combining the values of each employee to create a vision for the team values, develop a strategy and mission of the team. Head Coach does not give directives, rightly considering that if officer went profession for several years, held the practice, has experience, he can handle the job well, but in this case and does not leave the employee one on one with the problem. The task of director – to create supportive environment to maximize the true potential of the subordinate, its commitment to the development, awareness, thought and action, responsibility for dealing with team problems. As we see the principles of leadership style Coaching somewhat different from the theories of management, where the head is above all a man who knows what to do, gives directives to subordinates and is responsible for everything. To deepen your understanding national security advisor is the source. According to the author, this model can not be effective, since it leads to irresponsible subordinates, excessive workload as well as chief of inflated requirements to the leader. To achieve results, the coach uses a certain way Structured revealing questions that help the employee to realize their potential and see how best solve problems.

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Thursday, December 15th, 2016 News

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