Usually, people who know administration understand or translate the term coaching as “personalized advice”, which is a training process for individuals or teams within organizations that aims to maximize the capabilities of these individuals. For all this to be possible, the person who will be in charge of the personalized advice must take into account different factors which must be improved or optimized so that the result is as viable as possible than expected, the factors to be optimized are:
- Draw strength from these people. Help them transcend their personal barriers and limitations to achieve the best of themselves. Enable them to act more effectively as members of a team.
That is why the coaching environment must place great importance both in the task to be carried out and in interpersonal relationships.
Coaching is basically a training, whose main objective is generative change, so that individuals can have better concentration to achieve the specific objectives that have been set, both individually and in teams.
That is why the methodologies that are used in coaching have a specific orientation in the achievement of objectives and not in the resolution of problems, to achieve it new thinking and action strategies are established.
New organizations today, today, are basing their activities on team-based structures, abandoning old beliefs that they worked better on an individual basis. This is how modern organizations believe and prefer that jobs are developed in teams and not individualized and isolated, one of the reasons why it is more feasible to use work teams to carry out activities within an organization, is because it is obtained ideal performance and exceptional performance.
However, the reason why it is feasible to use work teams is because the business world is changing at every moment, which generates certain uncertainty in companies, to which companies respond with the formation of these teams, which allows them to offers flexibility and adaptability to the environment around them.
This is where empowerment is born since a work team must make a number of decision-making to have as it carries out its activities over time, however empowerment is not only applied to work groups, but to all the organization from its lowest levels to managerial positions.
BRIEF HISTORY OF COACHING
In order to understand coaching in the best possible way, we must go back a little to its history and origins.
First of all we must know that the term coaching has its origin from the English term "coach" which has a very particular meaning which is, "wagon or carriage". However, it is more interesting the meaning that is given in the educational field to the notion "coaching", which means that it is the training or set of instructions that are provided to a student through numerous tests through a instructor, who has the obligation to instruct the student in the best possible way.
This is how the term "coaching" has been focusing on "the improvement of a certain behavioral performance. This implies promoting the development of the behavior capacity of a certain person through careful observation and the corresponding interaction ”. (Dilts, 2003)
THE COACHING REVOLUTION
Since the eighties, coaching has become more and more widespread and extensive, however, at a business level, coaching involves helping people to be more effective in their jobs and to be more profitable, this help is present in the areas in which a transition and situation project is developed.
This project coaching is to strategically manage a team so that in this way it can more efficiently achieve its previously established objectives.
Situation coaching is one that aims to focus more concretely on improving performance. Transition coaching is basically being able to help certain people to change from a specific position or activity to a new one or different from the one they already held.
A large number of organizations and companies have begun to opt for coaching as a means of training and empowering their employees, since coaching is a means with a more viable cost / benefit ratio, in addition to producing changes within the Organization is more attractive because of the novelty and effectiveness, in addition to the classic or traditional methods.
Coaching fulfills a certain number of activities so that managers and leaders of organizations and companies can act efficiently both individually and as a team, the tasks they must fulfill are:
- Personal development in a non-therapeutic context, in line with the objectives of the organization. Person-to-person consulting. Transformation of the organization through the alignment of individuals and the organization towards future objectives (Dilts, 2003).
However, the benefits of coaching for executives of organizations can be variable depending on the objectives sought by the person and by the organization, that is why there are a number of general questions that coaching faces, and within the objectives of The different areas that can be reached through coaching are the following:
- Create possibilities Take options Mark expectations (own or others) Communicate clearly Manage time Learn from past mistakes Solve problems Improve relationships at work Manage up and down Balance personal life with professional life (Dilts, 2003)
COACHING WITH UPPERCASE "C" AND WITH LOWER "c"
There are basically two types of coaching: coaching with "C" and coaching with "c", a brief explanation of what each of the types of coaching mentioned above is.
Coaching with "C". This type of coaching is the one that focuses on the personal, the executive and the vital aspects, this coaching supports a wide variety of levels such as: behavior, abilities, beliefs, values and even the identity of people.
"This type of coaching involves helping people to efficiently achieve their goals at various levels." (Dilts, 2003)
Coaching with "c". We could already notice that coaching with "C" is more focused on the interpersonal levels of individuals, in contrast, coaching with "c" focuses on issues such as behavior, which seeks to enable people to achieve or improve a certain behavioral performance that is being sought.
However, as it was already possible to analyze a type of coaching, it is more aimed at business aspects, which is coaching with “C” and it is the one that should be of interest to a Master in Administrative Engineering, since it gives him the necessary tools to be able to lead people in the best way.
NLP AND COACHING
Neuro-linguistic programming or NLP is a medium which can be used very effectively in coaching due to the correct skills and tools that can be used.
Neuro-linguistic programming has a very focused attention to the achievement of well-formed objectives, since it is based on the modeling of individuals, thus making them become more effective in every aspect that may be presented to them in their daily lives, in addition to providing the ease of being able to follow a step-by-step process correctly; That is why NLP is an extremely important resource for coaches, whether they use coaching with “c” or coaching with “C”.
LEVELS OF LEARNING AND CHANGE IN INDIVIDUALS AND IN ORGANIZATIONS
The method most used by NLP is that of the neurolinguistic levels, this method is used by coaches with “C”. In order for the desired success to be achieved, coaching must interact with different levels of learning and change within organizations. Coaching says that the life of any individual and the life of a system can be described on several levels, among the levels on which the lives of individuals and systems are based are the environment, behavior, capacities, values, beliefs, identity and spiritual level.
This NLP model must attend in summary to the following levels:
- Environment factors. Environmental factors are those responsible for determining the external opportunities and limitations that an individual or organization may present. At this level you must know the where and when of success. Behavioral factors. It refers to the obligatory steps that must be taken by individuals or organizations in order to achieve success, that is, what must be done, it is the power to know how to select and control the actions of individuals and organizations, which has an extensive relationship with mentality and intellectual capacity. Values and beliefs. They are those that are related to individuals and organizations, since values and beliefs are a reinforcement of capacities and actions.Identity factors. It is basically how the person or organization feels and describes itself and what means it will use to achieve the mission it has established. Spiritual factors. This factor emphasizes how and for whom the person makes decisions about her life.
EMPOWERMENT
Empowerment is “that employees, managers or teams at all levels of the organization receive the power to make decisions without asking for the authorization of their superiors” (Koontz & Weihrich, 2013)
Empowerment or empowerment for decision-making "starts from the idea of giving people the power, freedom and information they need to make decisions and actively participate in the organization." (Chiavenato, 2009)
As can be seen from the previous definitions, the three authors agree that empowerment is basically being able to train employees so that they can make decisions in their work areas. This with the aim that in a business environment that is increasingly changing worldwide and rapidly growing new technologies, people can adapt to develop solutions that are faster and more flexible.
However, empowerment has its bases which are four and they are mentioned below:
- This refers to giving importance to people by generalizing the idea of trust in them and granting them the possibility of making decisions. This can be done at any level of an organization. Motivation.It is undoubtedly one of the aspects that should not be forgotten by organizations, since if employees are motivated they will be able to carry out their activities in a better way, all this because they must be recognized for the good performance they perform within An organization. Through development, people can be given the ability to be trained and developed both personally and professionally, through the provision of information, knowledge and teachings. It is undoubtedly a very important aspect of organizations since it can be guiding people in the right way, they can also define goals, expand their horizons and have positive feedback so that everyone can learn equitably and effectively.
However, for a person to be granted authority, a certain procedure must be followed, which is mentioned below.
DELEGATION OF AUTHORITY
"Authority is delegated when a superior gives a subordinate freedom to make decisions" (Koontz & Weihrich, 2013). To which this means that a person who has a position which cannot grant a certain authority to a subordinate, will not be able to delegate authority, regardless of whether he is a member of any administrative board, president, vice president or supervisor.
For an authority to be delegated, different aspects must be taken into account:
- Determine the expected results of a position. Assign the tasks of the position. Delegate authority to accomplish those duties. Hold the person in charge of the position responsible for performing the job.
However, delegating authority in practice is not as easy as it seems, because the practicality of this is not very good and it is not practical to be able to expect an individual to achieve his goals without being able to offer him an authority for the purposes that are convenient and likewise, when delegating authority to someone, the results must be monitored for the purposes for which the delegated authority will be used.
ATTITUDES OF PEOPLE TOWARD THE DELEGATION
In order for a person to be granted a certain authority, not only must their position be seen in an organization chart, but they must also have certain attitudes and have basic knowledge of the activities they will carry out.
- Receptivity is the ability that a person to whom an authority is delegated, can receive ideas from other people and take them into account so that they can make a better decision in some case. Willingness to compromise. The willingness to yield is nothing more than leaving the authorities of some position that a person previously held. As for example the presidents and vice presidents of the corporations that insist on reviewing each one of the purchases that are made or being able to approve the appointment of each worker, do not understand that they waste time in activities that no longer correspond to them, and that time is They could take up much more important tasks. Willingness to allow subordinate errors.It is true that a person in charge or an administrator cannot sit idly by when a subordinate makes a mistake that could endanger the company, however it is clear that not all of us are perfect and for this reason it is highly possible that a mistake could be made and for that reason it is necessary to be conscious and not to give any type of motivation to the employee, on the contrary, the worker should be encouraged to learn from his mistakes. Willingness to trust subordinates.A superior has no choice but to trust his subordinates, although sometimes it is not easy to achieve it is necessary. However, by trusting subordinates, superiors can give them liberties and make them not feel constantly threatened by each of the activities they carry out, however this does not warrant that controls are not established over subordinates. Willingness to establish and use comprehensive controls. The superiors must not delegate any type of responsibility but can obtain by means of the granting of an authority some benefit or the achievement of the objectives and goals of a certain department or company. And that is why controls must be established which are necessary whenever there is a goal or objective.
CONCLUSION
As previously seen, coaching and empowerment are two new administrative tools that can be used for the development of individuals and companies. Coaching starts from the idea that training and knowledge must be given in order to have better trained personnel. And empowerment is a tool whose objective is to be able to grant certain leadership capacities to people within an organization. However, for empowerment to exist, the person must have sufficient knowledge to be able to carry out their duties correctly, and this knowledge can be the product of coaching.
REFERENCES
- Chiavenato, I. (2009). Organizational behavior, The dynamics of success in organizations. México, DF: Mc Graw Hill.Dilts, R. (2003). Coaching Tools for change. Capitolia, California: Meta Publications.Koontz, H., & Weihrich, H. (2013). Management elements, an international and innovative approach. Mexico City: Mc Graw Hill.
That it is capable of generating, producing or creating a new thing
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