Development by coaching, is a tool that takes people to their maximum development of skills, after therapy and tutorials or training, coaching begins with the new needs of the person, in what they want to refine or develop, be it for your personal life, for work in performance or performance and also for new skills.
The techniques used for this purpose are varied and applied directly by the interested party, where a pre-established program between the coach and the coaching or student determines the times and events, as well as the criteria to qualify the development.
For companies, the development of their personnel is taken care of voluntarily, and in accordance with the objectives of the organization.
What is it?
Coaching definition:
It is a process of change where people are brought to the maximum development of their abilities. Within the company, it also serves employees in relation to the objectives of the organization.
Coaching process:
It is the service provided by the Coach to achieve the desired change by people and / or the organization, in relation to the achievement of its objectives or mission. Combining the techniques and tools, elements and convenient activities.
State differential:
It is the difference between the current state and the desired results. It means the perpetual source of improvement for the organization, people and work teams. And it is the raw material for the application of Coaching.
| COACHING FOR PEOPLE AND COMPANIES | |
| FOR PEOPLE | FOR BUSINESSES |
| PEOPLE.-attends to the development of aspects and skills of personal interest and on a voluntary basis. | COMPANIES.-serves the development of people in skills of individual interest, coinciding with the purposes of the company. |
| APPLICATIONS professional development for life for executives and work people within teams | APPLICATIONS new goals create opportunities effective communication time and resource management continuous learning creative solutions to problems improving work relationships improve performance, competitiveness and quality. |
Symptoms that should be checked to detect a possible application of coaching.
| Aspects to check | If not |
| 1. SENSATION OF LACK OF DIRECTION AND OBJECTIVES | |
| 2. Unfinished meetings frequently. | |
| 3. Increase in interpersonal conflicts. | |
| 4. increase in the historical average in absenteeism or staff turnover. | |
| 5. Increase in workplace accidents higher than average. | |
| 6. Repeated reduction in the achievement of company goals. | |
| 7. Increase in customer claims and complaints. | |
| 8. Loss of market or lack of repeated growth. | |
| 9. Re-positioning of the competition. | |
| 10. Increase in the level of spending in some area without justification. | |
| 11. Increasing complaints from staff to management. | |
| 12. Increase in working hours without justification. | |
| 13. Reduction of the efficiency of some area. | |
| 14. Repeated crash of the computer system. | |
| 15. Implementation of a change in the organization. | |
| 16. Promotion, development or changes at the executive level. | |
| 17. Difficulty reaching standards. | |
| 18. Deficiencies of the training area. | |
| 19. Apparent stability of the company. | |
| 20. Staff concerns about training. | |
| 21. Tense environment of the company. | |
| 22. Review of the company's strategic program. | |
| 23. Lack of creativity, proposals, participation or commitment of the staff. | |
| 24. Apathy of the personnel in assuming the participation in changes of the company. | |
| 25. When everything is going well, it is time to look for growth alternatives. | |
| 26. Company union conflicts. |
If in the table above you answered only one aspect in the affirmative, then you need to consult a Coaching service.
Coaching application in the company.
Implementation of coaching as a culture.
Continuous learning development.
Redesign of functions redesign of systems and processes
Transfer of the mission to functions, policies, objectives and tasks.
Strengthening of organizational commitment and consistency based on mission and values
Organizational benefits.
Labor relations flexibility
Improved customer service
Redesign of objectives and functions reorientation of work with strategic vision
Employee orientation towards self-discipline, self-motivation and participation.
Reinforcement of work commitment between company and employee
Orientation of teamwork ecological business practice
Overall performance increase
Redesign of concepts for products and services
Personal benefits
Balance of work, family and personal life
Developing skills to quickly adapt to change
Improved learning
Management of stress, anxiety and distracting elements at work
Increased decision-making speed
Developing concrete performance skills
Executive development
Benefits in interpersonal relationships
Organizational consistency
Efficient communication
Negotiation
Customer service and sales
Adaptation to change
Training and teamwork
Leadership
Continuous learning
Sales coaching
Sales Coaching addresses the development of the sales area in the following aspects:
- Sales Force ManagementSales PlanningCustomer ProspectingSales Interview DevelopmentIndividual and Group Sales PresentationsStudy and Attention to Sales ObjectionsDevelopment of Sales ClosingsCustomer Portfolio RecyclingManagement of Sales Force by CoachingSales Manager Development as Coach Sales personnel training for supervision and management Management development for negotiation
For the seller:
- Change of beliefs regarding sales activity Adaptation of values for sale Inclusion of client values in the sale process Rapport as a sales tool Knowledge of the client through physiology Development of persuasive language for sales Development of skills of "closer" Development of VAR (High Performance Salesman) habits Development of interpersonal relationships
