Effective Coaching of Organisational Employees

Abstract

The most important asset is people. This fact must be recognised before management can begin to effectively coach their employees. Since every person is in themselves an individual, however, it is impossible to guarantee that all people will respond identically to a single type of stimuli designed by management to bring about a desired effect. It is for this reason that “coaching” is not in itself a method, but rather it is comprised of many different tactics used to guide employees towards maximising their potential within the working environment. Rewards, compensation, training, employee development programmes, goal setting, discipline, employee participation, and group discussion problem solving are only some of the techniques that can fall under the general heading of coaching. Managers must be trained to become better “coaches” as well, since their degree of competency and expertise will have great impact on the effectiveness of their coaching programmes.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 2 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.