Since the creation of the organizations, there is an interest in continuous improvement in all factors, from methods to save money, increase sales, to improve production, as well as having a much more productive way of working, since we do not forget that a company is made up of people for people, then the human factor has a great influence on the development of organizations.
In this way, tools have been created that can bring out the best in each person (Coaching) and when this is achieved, be able to create teamwork with people you can trust (Empowerment).
This article will describe two tools that bring benefits to people who collaborate in an organization, as well as its growth.
KEY WORDS: Coahcing, Empowerment, Development tools, Leadership.
ABSTRACT
Since the creation of the organizations, there has been an interest in continuous improvement in all the factors, from methods to save money, increase sales, to improve production, as well as having a much more productive way of working, and let's not forget that a company is made up of people for people, then the human factor has a great influence on the development of organizations.
In this way, tools have been created that can bring out the best in each person (Coaching) and when this is achieved, we can create a team work with people that can be trusted (Empowerment).
I will describe two tools that bring benefits for people who collaborate in an organization, as well as its growth.
KEY WORDS: Coahcing, Empowerment, Development Tools,
INTRODUCTION
When an organization is created, it is clear about its objectives and looks for the best methods to achieve it.
Along its way the methods and strategies are changing according to the needs that arise, this time they will talk about the application of coahcing and empowermet as development tools.
Coahcing is understood as personalized advice in which it is intended to help the people of the work team to be able to develop their abilities to the maximum.
Empowermet or empowerment provides the potential for human qualities that are rarely taken into account, an underutilized source that helps companies to survive in an increasingly competitive environment.
DEFINITION OF TOOL IN ORGANIZATIONAL DEVELOPMENT
From the beginning of an organization administrations are created to achieve the stated objectives, however, throughout its existence different complementary managements are used.
- Strategic management: change processes are created. Organizational development management.
These efforts obtain results in the short or long term in production processes, in the use of strategies and in change processes
When a development tool is used and there is a process of change, three fundamental stages are considered:
First: It consists of an organizational diagnosis in which the situation of the organization is identified
Second: the change program is applied
Third: The process is evaluated, deducting contributions and disadvantages.
DEFINITION AND HISTORY OF COAHCING
The word Coahcing derives from the term "coach" which refers to an English word that means "car, wagon or carriage".
In the educational term, the word coahcing has its origin from the concept "transfer or transport" a student through the exams that are applied. The instructor is defined as one who instructs or trains an actor or team of people in which he directs the strategy to be used.
The role of the coach is to train intensively based on instruction and demonstration.
Historically, the coach has been improving the performance of people's behavior since they observe people's behavior and then, depending on what is observed, gives advice and indications for improvement in specific contexts.
The first leadership development programs were introduced in the 1980s, however much earlier, in the 1960s in New York City, educational programs began to be introduced in which personal coaching was introduced.
This is undoubtedly a promoter of development in people's behavioral capacity, since it involves careful observation and their corresponding interaction.
Timeline of applying the word Coach
Fig. 1 Timeline of the application of the word Coach
TYPES OF COAHCING
The evolution of care and guidance towards a person has evolved to become what is nowadays known as Coahcing, which works as a different relationship with the client.
The Coach will define it in two:
COACH WITH A CAPITAL "C"
This type of coach must act correctly, knowing how to act and when to do it.
Next, a table is shown where the characteristics of a coach are interrelated depending on the level where it is located.
| LEVEL OF CHANGE | CLASSES OF
ISSUES THAT APPROACH |
SUPPORT CLASS | LEADERSHIP STYLE |
| Environment or medium | Where and when | Carer
Guide |
Management by exception |
| Behavior | Than | Coach | Contingent reward |
| Capacities | How | Teacher | Intellectual stimulation |
| Values and beliefs | Why | Mentor | Inspiration |
| Identity | Who | Sponsor | Individualized consideration |
| spirit | For whom
For what |
Alarm clock | Charismatic
Visionary |
Table 1. Support levels provided by a Coach with a capital C
The coaching-modeling loop is a tool based on neurolinguistic programming that combines the knowledge of what people need to act in a satisfactory way, having the information on how they should act to obtain the adequate results.
So we say that this is a feedback system since modeling enhances coaching, pointing out the way in which the tasks and activities that are considered key can be carried out in the best way, on the other hand, the coach perfects modeling helping that the clients point out and put into practice what was previously modeled.
COACHING ALIGNMENT PROCESS WITH UPPERCASE C
Its goal is to help create an effective and aligned capital C-coaching state in a person. It begins by delimiting six spaces for each level and concludes that each person can enter their vision and environment in an integrated state of coaching with a capital C
Identification table in the environment of a Coach
.Table 2. Identification table in the environment of a Coach
COACH WITH LOW "C":
This type of coach is also called an acting coach, he works on the behavior of the person studying the processes involved in order to help an individual and thus improve their behavior.
This type of coach derives mainly from the sports model, where it fosters the vision of the resources and skills of each person, as well as their constant development.
It can be said that each person has the necessary skills to effectively carry out a task, it is only a matter of pointing out the weak points and helping to work on them. This is done through a motivational stimulus and constant appropriate observations that indicate improvement naturally.
The way of working of a Coach with lowercase C is in which the unconditional reward stands out, that is, the implication of a commitment for the effort made, being able to tell the person what he has to do to achieve his goals.
DEFINITION OF EMPOWERMENT
Previously, an organization worked in such a way that the manager understood the total mastery of the circumstances and the employees only limited themselves to obeying without, however, this model is no longer feasible today.
This is how the way of working of companies has also evolved, finding better ways for better results.
In order to achieve a favorable work environment, it is necessary to imagine a command and control mentality to a mutually supportive environment among all employees, each one giving the opportunity to give their best.
Empowerment in a manual that gives the manager the three keys to empowering responsibilities to their employees. Even though many managers think that Empowerment is a passing fad, it has shown good results when applied in an organization.
This consists of five levels to achieve your goals:
Level 1: Management
Level 2. Cooperation
Level 3: Dialogue Level 4: Collaboration Level 5: Delegation.
FEATURES
The basic principle of Empowerment is empowerment, but what exactly does this term refer to?
It should be understood that empowering is not synonymous with power, that is, when the term empowering employees is applied, it does not mean that they are given a certain power, since people themselves have that power, which in essence are the knowledge and motivation that each one has.
It refers to releasing the power that is in each person so that they can do what they have to do well.
One of the skills that a worker acquires when feeling empowered is the feeling that comes from feeling like the owner of the business, this characteristic may sound insignificant, however, it is synonymous with good long-term results, although the benefits cannot be reflected in any way. immediate.
It is important to change the way of thinking of managers, since at first impression they may think that their position may be at risk, but it is quite the opposite. When a manager empowers his workers, his way of working changes, not meaning that it is over, now the manager works for his employees, that is, he is in charge of training them and providing them with tools that help the worker to provide better results. bond of trust between the manager and the employee in this way the managers will work for their employees and no longer the employees for him causing as a result an increase in the productivity of the organization.
THREE KEYS TO THE EMPOWERMENT
SHARE INFORMATION WITH ALL
Information about the organization such as profits, budgets, waste, defects, among other things, must be disclosed to employees, in this way the relationship between manager and subordinate disappears, making the two people colleagues with the same purpose.
The information must be in all the members of the organization since if a person lacks it, they cannot act responsibly or be responsible.
Undoubtedly, sharing information eliminates the traditional hierarchical form that exists in organizations, forming a mentality of owning the company.
CREATE AUTONOMY THROUGH BORDERS
The goal is to create that people can learn to work together with a change of mind.
Borders refer to the ability to focus people's energies in only one direction, in order to create a border various factors are taken into account.
| BORDER AREAS THAT CREATE AUTONOMY | |
| PURPOSE | WHAT BUSINESS ARE YOU IN? |
| VALUES | WHAT ARE THE GUIDES
OPERATIONAL? |
| IMAGE | What IS THE VISION TO THE FUTURE? |
| GOALS | WHAT, WHEN, WHERE AND HOW DOES IT DO IT? |
| PAPERS | Who DOES EVERYTHING? |
| ORGANIZATIONAL STRUCTURE AND
SYSTEMS |
How do you SUPPORT WHAT YOU WANT TO DO? |
Table 3. Relationship between areas and needs.
So it can be affirmed that a vision becomes important when all the collaborators go towards it, being aware of the contribution they make.
Structures and procedures have to be developed that empower people.
REPLACE THE HIERARCHY WITH SELF-DIRECTED TEAMS
A self-directed team is a group of employees with a responsibility for some process or product. This team is capable of planning, executing, and directing a job from start to finish.
Managerial behavior is to tell the employee how to do his job, that is, he must be taught to do his things well so that they less depend on a manager or an authority to tell them what to do and when to do it.
Although an empowered person can do several things, a team does even more, although at first they do not know how to act, it is about getting to know each other and developing trust tools, not forgetting that they must be informed.
So employees who are trained under an Empowerment structure are said to be more motivated, responsible, and productive people in the area where they are assigned.
CONCLUSION
We can say that forming a company is not a triumph, if not keeping it afloat despite the circumstances, for this, currently, by managing it well, we can no longer achieve it, you must go more than to think that establishing a way of working in which each person must fulfill their obligations.
Two tools that are very innovative when applied in an organization were studied, they let us see that the vision of a person can change the course of a company.
When speaking of Coaching we say that in the process in which help is provided to a person to exploit their qualities in a productive way, in which it helps people to overcome their own barriers and facilitating the way of functioning, currently this word has acquired an increasingly broad meaning with many strategies to apply it at an organizational level.
Empowerment is a tool that also works with human resources, training employees or collaborators who have the ability to benefit the organization as well as themselves. Its purpose is directed to employment, life and the constant improvement it has in the process systems.
BIBLIOGRAPHIC REFERENCES
- Visionary Leadership Skills, “Creative leadership to forge a world to which people want to belong”, Urano, Barcelona, 1999. Robert Dilts, “Coaching, tools for change”, Urano, Spain, 2003. John P. Carlos and Alan Randolph, "Empowerment 3 key to make the process of empowering employees work in your company", Norma Colombia 1996
THESIS PROPOSAL
"Potentialization of quality management in steel manufacturing processes"
OBJECTIVE:
Application of empowerment and coaching as tools to enhance quality management in steelmaking processes.
THANKS:
I deeply thank the council for science and technology (CONACYT) and the Technological Institute of Orizaba for their support and sponsorship to carry out this article, I also thank Dr. Fernando Aguirre and Hernández for their valuable advice and observations. Finally, I thank my family for their understanding and selfless support for the completion of my master's studies.
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