INTRODUCTION
In the current era, companies tend to be increasingly competitive, markets suffer fiercer fights, as the law of nature only the strongest will survive and can adapt to change.
One of the clearest examples is, in the field of administration, there are thousands of companies that continue to exercise common administration, applying a formula that has been satisfactory and profitable, however companies that promote a future projection begin to bet by the so-called modern administration tools.
It is a set of techniques that seek to enhance the resources that the company has, during this article two of the most significant of them will be described, that is: Coaching and Empowerment as well as a clear description of both for the possible application.
It is important to mention that these two techniques or theories are fully aimed at highlighting and exponentiating the characteristics that the human capital of a company has, in order to empower personnel to obtain a better response capacity and to face the requirements with greater integrity. of the organization.
These theories arise out of the need for a lack of control over the performance of the collaborators, the lack of commitment of the employees by basing their activities on salary rewards, bonuses or pensions, they work assuming the minimum responsibility and have great resistance to change.
ORGANIZATIONAL LEADERSHIP
For an organization to be functional and profitable it is necessary that it is well directed towards the objectives set, to achieve these objectives the resources that the company has must function in perfect synchrony, the production, sales, purchasing and collection processes, etc. senior management should be able to lead them to that end.
For this reason, it is necessary that in this position there are natural leaders, capable of developing innovative projects, that are proactive, empathetic, but above all have adequate openness to the ideas of their collaborators.
The prompt response capacity before the demands and expectations of customers demand greater efficiency in the processes and therefore in decision-making.
That is why the tools of modern administration make the invitation to the management of empowerment for its development and implementation in the areas of interest.
WHAT IS THE EMPOWERMENT? AND HOW IS IT HANDLED?
"Empowerment means empowerment or empowerment which is the fact of delegating power and authority to staff and giving them the feeling that they own their own work" Johnson (2003).
It is the management strategy that motivates the formation of work teams in which its leader will be able to make decisions without consulting the direct superior, in this way the collaborators will generate a sense of belonging, feeling more committed to the quality of the work they do, acquiring their responsibilities more fully.
The main characteristic of this tool is that it derogate from each work group a certain amount of authority to make the decisions associated with the activity they are carrying out, which leads to the direct assignment of responsibilities.
Each team is in charge of solving the conflicts presented by providing creative strategies, on various occasions the groups exchange members to refresh the environment and guide the formulation of new ideas, also generating a proactive and positive attitude on the part of of the members.
HOW TO MOTIVATE AN EMPLOYEE IN EMPOWERMENT PARTICIPATION?
The employees of a company are motivated by the projection of a career through:
- Cross Training: In this stage the participating collaborators are given the opportunity to expand their skills and knowledge due to collaboration with other work groups, thus taking them out of their comfort zone. Job rotation: The collaborator will apply and strengthen the knowledge acquired in the previous stage. Participation: By generating brainstorming, a consensus is reached to solve problems more quickly and efficiently. Delegation and enrichment of positions: The scope of a given position will be gradually increased, generating more responsibilities through the application of new knowledge but with it the projection of greater personal benefits.
The empowerment group will make decisions based on previous experiences, that is, knowledge will accumulate
Each one of the generated groups will have a leader who will be in charge of seeking, in addition to the solutions to the conflicts that are presented to them, the professional development of the collaborators in their charge.
FEATURES OF THE EMPOWERMENT LEADER
- Visionary: You will have to foresee the possible problems that the working group will encounter, exploiting the capacities of the collaborators and encouraging the creation of new knowledge among them. Openness to knowledge: You must have full knowledge of the capacities and knowledge that you possess, at the same time of the deficiencies that it has, offering openness to colleagues with a greater notion of the subject to provide a solution. Facilitator: It will be a leader who guides the collaborators, who does not impose obligations or behaviors but rather develops strategies to achieve objectives through group participation Instructor: Will be able to spread knowledge among the group, carrying out information exchange and interaction among themselves. Staff: Will provide support to the members of their team,correcting deficiencies and correcting even emotional deficiencies. Shared: You will be able to make a fair distribution of responsibilities and authority to each of the members of the group, also performing emotional stimuli.
MAIN FUNCTIONS OF THE EMPOWERMENT
- Implement creativity among collaborators, as well as the development of innovation. Teamwork is essential for decision-making. The collaboration of workers is maximized as well as their job performance. Democracy reigns in group leaders Generates proactive collaborators Generates sense of belonging and self-discipline Each member is responsible for solving the problems that arise, the work carried out by each member is adequate for the organization to function properly, not only do what is indicated to them. adequate organizational climate
TIPS TO GET A PROPER EMPOWERMENT JOB
- It is important for senior management to take working groups very seriously, so they must attend the work meetings on a recurring basis, recognizing the performance and objectives achieved, and providing feedback with the members of the different teams.
COACHING
Coaching is closely linked to psychology trying to exploit to the maximum the abilities and individual characteristics to achieve the established objectives, in the orientation carried out in the business field, it gave its beginnings in the 80's in leadership events.
This technique encompasses groups of collaborators, with a specific type of leadership, in which the participants are motivated through positive “feedback” based on observation techniques.
It is specific technique that the term coaching should not be applied unless some positive transformation occurs in the way of carrying out an activity, coaching techniques focus on:
- Vision and strategic planning always in favor of business improvement. Continuous development of the individual capacity of the collaborators motivating the sense of belonging and the ability to assimilate the concept of quality as a fundamental part of the activities they carry out. Understanding of the force resulting from the synergy of teamwork, obtaining multiple benefits and meeting goals.
It is carried out by a specialist in various areas whose purpose is to carry out training to achieve a goal.
"Coaching is a personalized and confidential training process that covers the gap between what is now and what you want to be" Poves, (2005)
From what we can discern is that it helps us develop capacities, indicating situations or elements that the individual refuses to observe, supports the generation of behavioral ideologies and motivators for professional and personal development, increasing self-confidence and the environment in which the individual develops.
Some authors handle the fact that the personnel who receive adequate coaching will be able to achieve results that may seem unattainable at another time.
COACHING GOALS
- Increase the efficiency of human resources within organizations, through direct stimulation thereof. Encourage the creativity of collaborators within work groups, carrying out the appropriate location of each of them as part of the organization, after evaluating skills and knowledge. Optimize organizational communication by making a general idea of a great team, working for a single purpose. Increase the capacities of group or sector leaders, emphasizing empathy towards their close collaborators. Spreading motivation towards each of the collaborators, improving the motivational climate. Establish the sense of belonging in each of the collaborators, through the dissemination of the mission, vision and objectives of the organization.Increase the corporate value of the organization by solidifying values such as loyalty, trust, mutual respect and responsibility in each one of its collaborators. Promote an adequate work environment making staff feel more comfortable and provide better results. Eliminate borders or limitations that each individual has through the stimulus generating a better self-esteem. Create interaction between all the members of the organization to obtain knowledge generated from the experiences of others. Eliminate the insecurity of the collaborators regarding changes in the organizational structure.Foster an adequate work environment making staff feel more comfortable and provide better results. Eliminate the borders or limitations that each individual has through the stimulus generating better self-esteem. Create interaction between all the members of the organization to obtain knowledge generated from the experiences of others. Eliminate the insecurity of the collaborators regarding changes in the organizational structure.Foster an adequate work environment making staff feel more comfortable and provide better results. Eliminate the borders or limitations that each individual has through the stimulus generating better self-esteem. Create interaction between all the members of the organization to obtain knowledge generated from the experiences of others. Eliminate the insecurity of the collaborators regarding changes in the organizational structure.
COACHING OVERVIEW
As in any other tool used, coaching has some special characteristics, among which we can mention:
- It is an activity that is carried out in a personal way through conversations, the purpose of which is to spread knowledge through various examples and observations. The talks and advice issued are carried out based on previously observed behaviors that have been compared with previous experiences or similar processes, in synthesis through these talks the individual manages to notice negative aspects that are part of his daily work. The individual will develop their own guesses and increase their skills through the experiences generated, the coach will only serve as a guide. Empathy is a fundamental part, promoting respect and communication among all members to promote the best work environment by creating appreciation among the members.The coach must have the ability to listen to the suggestions of the workers, provide feedback to achieve learning, his vital role is to emphasize the points that the staff goes unnoticed and that they are generating some type of problem in the performance of their activities and for ende to the organization. A division of responsibilities is made between the personnel with whom they are working and the direct supervisor who will continue in constant interaction, delegating to them the responsibility for continuous improvement.A division of responsibilities is made between the personnel with whom they are working and the direct supervisor who will continue in constant interaction, delegating to them the responsibility for continuous improvement.A division of responsibilities is made between the personnel with whom they are working and the direct supervisor who will continue in constant interaction, delegating to them the responsibility for continuous improvement.
For a company to be functional and always in favor of continuous improvement, it is necessary that the role of coach be acquired by direct supervisors, who will be responsible for obtaining the maximum capabilities of each individual in their charge.
So it is necessary that you put into practice the following principles:
- Clarity: A coach must ensure that his collaborators fully understand what he wants to convey to them, otherwise they could continue to act in the wrong way. Support: Provide the necessary means and materials for the proper performance of their activities. Trust: A coach must believe In your work team and in the skills of each of them, you must highlight the successes obtained and provide adequate recognition. Reciprocity: There must be such a principle that helps them think about workers and vice versa, in defining organizational objectives and relating them with the individuals.Empathy: Know the characteristics of the team members, points of view, opinions, that reflect the reality of the work climate and processes.Risk:Promulgate that the mistakes made are causes of learning and not reprimands, as long as knowledge and commitment is acquired by the collaborators involved. Patience: The trust that the work team places in a coach should not be put at risk due to the visceral and spontaneous decision making. Confidentiality: Each individual must be certain that the coach does not disclose any information provided, whether personal or work-related. Respect: The coach will conduct herself at all times with respect towards her collaborators, who will do so in the same way.The trust that the work team places in a coach should not be put at risk due to spontaneous and visceral decision-making. Confidentiality: Each individual must be certain that the coach does not disclose any information provided, whether personal or work-related. Respect: The coach will conduct herself at all times with respect towards her collaborators, who will do so in the same way.The trust that the work team places in a coach should not be put at risk due to spontaneous and visceral decision-making. Confidentiality: Each individual must be certain that the coach does not disclose any information provided, whether personal or work-related. Respect: The coach will conduct herself at all times with respect towards her collaborators, who will do so in the same way.
HOW TO KNOW WHERE TO APPLY COACHING?
It is necessary to carry out an assessment of the organization before applying this type of tools, to be certain if it is functional or not.
- When a change is about to exist within organizations, that is, transfer by indispensable personnel, due to retirement or merger of companies, it is necessary to take it into account when there is a change that represents challenges for the company. When the organization concludes that must increase the skills and knowledge of human capital, due to the need for job rotation or internal changes. When current organizational communication is poor and leads to misunderstandings or interruption of the proper production process. When there is a lack of motivation to workers or sense of belonging to the organization. When there are disagreements among employees that may affect organizational interests. As prevention of possible disagreements among employees.
STEPS TO PERFORM AN IMPLEMENTATION
Goldsmith (2003) points out that for the coaching technique to be properly implemented, the following steps must be implemented:
- Know what are the main characteristics that a supervisor must have in order to carry out their activities correctly. Design effective "feedback" in relations with collaborators. Request analysis of the company situation to someone outside the company.. Make classification of results and determine the areas of opportunity for improvement. Make a strategy where the areas of opportunity are intervened. Make reconciliation between supervisors and direct collaborators in search of ideas to improve the development of activities. Prepare a program of activities and follow up on them to identify improvements. Analyze the results every three months, if the supervisor-coach has carried out the activities properly, the improvements must be significant,otherwise, trying to redirect the path, the feedback will serve to increase the results obtained.
