In the past, the only benefits that organizations hoped to obtain were through the products, processes and / or services that were generated within them. All the energy that emanated from the organizations was destined to achieve the goals set, achieve the stipulated standards and meet the demand that its consumers asked of it. They thought that by following the aforementioned to the letter, their success would be certain and this would cause them to be in force for many years in the market, but they forgot a fundamental element within the organization and in my humble opinion the most important: Human capital (collaborators).
Over the years, organizations began to use more and more technology, in order to automate their processes, so there could be a considerable improvement, in terms of quality and time, thus, the production of various companies began to increase, but unfortunately not everything is perfect in this world, in organizations there will always be new problems that they have to face, and although the processes were improved considerably with the use of technology, human capital (the collaborators) started to feel relegated and with this their performance, in addition to that they were only taken as one more element (I recommend watching the movie of "modern times" by Charles Chaplin, so that it is better understood how human capital was considered a few years ago, although for some organizations it still happens).
Already in some organizations, usually the largest, a predisposition to increase the value of human capital is emerging, in other words, it is already considered as the most important element within the organization, that without them, an organization does not may remain in force within the market. But as with the processes that were automated with the help of technology, collaborators also need new tools or techniques so that they can make the most of their potential.
A couple of techniques that help a lot to increase the effectiveness of the collaborators within the organization, are the “Coaching” and “Empowerment”, this pair of techniques is intended to make the collaborator the best of himself within the organization and feel comfortable working in it, likewise, seek to generate leaders who can face various problems that arise for the organization.
Key concepts
To facilitate the reading process on the topic "coaching and empowerment", some definitions that are considered important for the reader to know are cited:
Coaching.
"Coaching is a professional practice increasingly requested by people, companies and institutions that seek to achieve significant achievements in their personal and / or professional life." (Leader-beam-GO !, 2011)
Empowerment.
“Empowerment or empowerment is a technique or management tool that consists of delegating, granting or transmitting power, authority, autonomy and responsibility to the workers or work teams of a company so that they can make decisions, solve problems or execute tasks without need. to consult or obtain the approval of their superiors. ” (Arturo, 2011)
Empowerment
Empowerment in an organization focuses on entrusting collaborators with power (decision making) and authority or jurisdiction and giving them the feeling that the collaborators themselves are owners (and must be 100% committed) with the activities they carry out in the organization.
It is an activity through which the use of various skills, abilities and capacities of the organization's most important resource, human capital (collaborators) can be increased.
Through empowerment, the benefits offered by technology can be used to the fullest, since the collaborators who are in the working groups that are formed within the organization, and the organization itself will have full use of all the information available to it. the organization; They will have the technology, responsibility, capacity and command for the use of data and information and with this, they will be a competent group, to face the problems that may come.
Empowerment will always be a great recommendation for any organization that wants to increase the capabilities of its human capital, so it is recommended that it always be added to our plans as soon as possible, and if our organization is just about to start, what better to add Empowerment, thus, we expect a path full of achievements and an efficient organization.
Steps to follow to develop the Empowerment.
Likewise, our colleagues from (SoyEntrepreneur, 2011) indicate what steps we must follow so that our organization can have an effective empowerment plan and that it will begin to be noticed in a short period of time.
- Allow groups of collaborators to change the data and information they have with complete autonomy. Information is vital for any organization to remain competitive in the market, since any decision made will be based on an improvement in the communication process. Check what resources the organization really has, and if It is necessary to apply for a loan to be able to execute the plan that has been proposed. To know the collaborators, to know what they can contribute, what they are passionate about, what are their strengths and weaknesses, help them to exploit their talents so that they are in the same attunement with the objectives of the organization. Knowing where we are going to start, it is a bit complicated to start estimating the collaborators without knowing where they come from.What you should start with is knowing the organizational culture, which means how things are done, if the company has a deep-rooted hierarchy and does not want to change. Since authorizing is interpreted as allowing an individual to have responsibilities, it is It is vital that we take into account the difficulties that we will encounter on that path. Carry out a brainstorm in our own way, take the place of the rest of the people, or identify what each one is facing. Do sessions with groups of collaborators, in order to get to know them Better, to see what are their strengths, strengths or problems they have to give their maximum potential, you should not underestimate someone's opinion or not take into account their ideas, since with everyone's help you can build something great.Deploy a series of activities to be able to eliminate all those obstacles that do not allow us to give the best of our collaborators. Make a list of obstacles that can be eliminated, in the short, medium and long term, see which is more important and start to eliminate them. Know what are the talents that our collaborators do not demonstrate, the purpose is to be able to use 100% the skills and capabilities of our team and being able to do it all the time. It will generate great confidence for everyone in the organization. That everyone keep in mind what the objectives of the organization are, these must be concrete and clear for all the employees of the organization, to know what they should do and how.medium and long term, see which is more important and start to eliminate them. Know what are the talents that our collaborators do not demonstrate, the aim is to be able to use 100% the skills and abilities of our team and to be able to do it all the time. It will generate great confidence for everyone in the organization. That everyone keep in mind what the objectives of the organization are, these must be concrete and clear for all the employees of the organization, to know what they should do and how.medium and long term, see which is more important and start to eliminate them. Know what are the talents that our collaborators do not demonstrate, the aim is to be able to use 100% the skills and abilities of our team and to be able to do it all the time. It will generate great confidence for everyone in the organization. That everyone keep in mind what the objectives of the organization are, these must be concrete and clear for all the employees of the organization, to know what they should do and how.That everyone bear in mind what the organization's objectives are, these must be concrete and clear for all the collaborators of the organization, to know what they should do and how.That everyone bear in mind what the organization's objectives are, these must be concrete and clear for all the collaborators of the organization, to know what they should do and how.
Main points
The concept of empowerment is based on 4 main points that according to (Movistar, 2015) are the following:
- In order for our organization to use empowerment efficiently, the administrator must grant authority and responsibilities throughout the organization's hierarchical order. This translates as giving our blind trust and trusting in the capabilities of our collaborators, who have freedom and power in decision making.
- Know how to recognize when our collaborators are doing well, praise the positive results that are obtained and why not, celebrate when the objectives that have been set are achieved.
- The collaborators must have constant training and education, which may be through recent information, more knowledge, conferences, retain the talents they have, among others.
- If we want empowerment to work properly, decision-making should not be taken lightly. Organizations have to provide the ability to be leaders to collaborators so that their processes are more efficient and that all collaborators feel that their work is very important to the organization.
Advantages and disadvantages that we can find.
Like all the tools and processes that we can use to increase the capabilities of our organization, there will always be some advantages and disadvantages, we must be careful so that this activity does not harm the work that is being done in our organization.
On the advantages side, empowerment leads to the formation of future leaders for the organization. More chances and a greater overview of the vision you have, increasing the capacity for decision-making, planning and executing vital activities for the organization.
We will also see a great change in terms of work environment. When the organization's employees participate in decision-making and leadership, motivation will go through the roof. This way of acting increases collaboration between collaborators who work together in the progress of the organization.
But, we must be careful with some things that can be presented to us. What we could consider as more necessary is knowing whether or not employees are ready to have a greater number of responsibilities and have more capacity to make decisions of greater weight in the organization.
The increase in stress and the injustices that can be had around power are compartments that should not be allowed.
Empowerment classes
According to (Barrera, 2012) we can find 2 empowerment classes, which will be mentioned below:
- This form of empowerment is based on conditions of the work environment, such as variety, autonomy, workload, help from the organization and the position within the company; These elements constitute the structural types of work.
- It is the interpretation that each person gives to the structure of the work environment (meaning, competence, impact and self-determination.)
(Pacheco, 2012) He also mentions that we can classify empowerment differently within the organization:
Philosophical: How it is supposed to be the way in which employees should be treated within the organization.
How power or authority is held in an organization: It is based on the statement that the traditional execution of power is not the proper way to run an organization.
Aimed at the role.
Management style: it is based on the way in which the employees who are in a company are managed; these are arbitrarily and prohibitively directed.
Focused on quality: Orientation of the capabilities of the collaborators to increase the quality of the products and the service they provide to the consumer.
Coaching.
The coaching method is a predisposition used in our current age in the field of professional improvement of collaborators. Many managers and organizations in general already use this type of discipline or technique to increase their performance and competitiveness on a daily basis.
To know what is the path that will lead us to the stated objectives, we must first know how it is used, what objectives this discipline has and what its true essence is.
In this way, coaching is a technique of personal learning and self-knowledge of people, through which whoever decides to use it can benefit from having great results in their life, in their work, in their goals, or in any aspect. of their life that they want to enhance. To do this, different emotional, psychological and systematic aspects are studied in order to enhance capacities, resolve problems, decrease amounts of stress or avoid misbehavior.
What is the purpose of coaching?
According to different experts on the subject, coaching serves to "fill existential gaps" that people or collaborators in an organization may have, between what they already are and what they would like to become in the not too distant future. Coaching helps individuals to become aware, it gives them a bigger picture, a place where they can visualize more options than they already have and had not noticed that they were there.
This increase in the ability of conscience of the individuals makes the number of options they have grow, and therefore their decision making will be better and therefore there will be better results. The cognitive capacity of individuals grows, because their perception of things grows, both physically and mentally. Each person is able to interact with everything around them and with other people in a more complete way. What makes you good with yourself, having more personal satisfaction.
Coaching will also help professionals and organizations to find out what they really want. Through various coaching methodologies, the coach will help consumers to set goals in a precise and professional way, carrying them out through an effective plan to change definitively. There are several organizations and professionals who, having a clear goal, cannot achieve it due to various factors. Often times, the causes may be that there is no plan for effective change to sustain that team progress.
In this way, coaching will help us to really know what we want and will allow us to know what steps we must follow to enter that path. Therefore, we can say that coaching will help us to make the best decision, to know what we really want and how to achieve it.
Depending on where the coaching is going to be applied, it will change a little, but the essence will remain the same.
Types of coaching.
- Personal coaching: Aimed at optimizing the person's abilities. Business coaching: Oriented to the best of SMEs. Functional coaching: Uses a practical perspective and will give us the ability to find practical and quick solutions. Cognitive coaching: Oriented to practice cognitive actions. to help people to direct themselves and have excellent results.Transformational coaching: It is about the coachee finding new capacities to continue undertaking (achieving goals). Organizational coaching: It is used to be able to find areas of improvement in organizations of a size Considerable.Executive coaching: Aimed at senior managers of organizations, to enhance their capabilities and skills.Coaching for leadership: Aimed at creating and forming new leaders for organizations.
The GROW Method.
The GROW method is widely used when it comes to coaching. We could practically say that if there is no GROW, there is no coaching.
The GROW method is an acronym made by the 4 steps used during this tool, the steps are as follows:
G - Goal - Goal / Objective
R - Reality - Reality
O - Options - Options
W - Will - Action plan
Without concluding with an action, then we cannot say that there was coaching, so at the end of this process, the client must always have an action plan and execute it. Because if we want to change what we have always been doing, we must dare to do different things.
Coaching principles.
According to (European School of Coaching, 2016), the principles of coaching are as follows:
- Nobody has possession of the truth: He emphasizes that reality itself can be observed from different perspectives or points of view and therefore have different interpretations, in this way the conclusions obtained always vary. Any person has a hidden ability: Individuals They are complete and happy, they do not need anything else, that is why within each one of them is an enormous potential which is waiting to be developed. Coaching makes this development easier. Confidentiality: Everything that is said during the coaching session between the coach and the coachee will not come out, the information will not be shared with someone outside. People act in the best way depending on their possibilities:Coaching allows the discovery of new ways of doing things from the breakdown of paradigms and limiting dogmas. Individuals often change: The actions performed cannot be changed, the facts cannot be changed, but yes, the interpretation that is it gives them. Everything that is not genetic can be changed. Being / doing: The coaching technique highlights the difference between what each person is and does. Likewise, coaching establishes that individuals are much more than what they do and that they can choose who they really want to be.The coaching technique highlights the difference between what each person is and does. Likewise, coaching establishes that individuals are much more than what they do and that they can choose who they really want to be.The coaching technique highlights the difference between what each person is and does. Likewise, coaching establishes that individuals are much more than what they do and that they can choose who they really want to be.
Coaching process
To be able to do coaching, there must be interaction between two people; the coach or also known as the coach, who is the individual who will lead the person being guided to enhance their performance in various activities. The other individual is the coachee or trainee, who will produce and discover new knowledge and skills that you did not know you had and that will help you achieve your set goals.
The coach will engage with his coachee in a coalition of mutual collaboration, setting clear goals and developing an action plan that allows them to be achieved within the established time frames. This plan will stipulate several meetings between those involved to achieve the purpose for which the coaching began, as well as another series of activities that are intended to help enhance other characteristics of the coachee.
It is essential that there is a great bond of trust between the coach and the coachee, since this is what will truly make coaching an effective tool, in this way the coach can become, not only the individual's training director, but a kind of advisor to help you innovate in different procedures. So, to increase the benefits of coaching, the coach must be very knowledgeable about what is the position or position that her coachee has and how it is, is linked to the organization in which she works. Another important point is that, the coach must have energy and passion to communicate, have the desire and the ability to transmit her knowledge and information with her coachee and know that she has to use all the time necessary to achieve the stated goal.
Thesis proposal.
Increase the capacities of the intellectual capital (collaborators) of SMEs in the Córdoba - Orizaba area through empowerment.
Objective.
Streamline decision making in organizations, giving employees the ability to make them, increasing their self-esteem and the overall productivity of the organization.
Thanks.
I thank my family, for giving me all the support and the drive to continue day by day, the Orizaba Technological Institute for opening its doors to me and allowing me to continue my studies with the Master in Administrative Engineering and Doctor Fernando Aguirre y Hernández for motivating me with their Knowledge in the Administrative Engineering Foundations seminar to carry out each of the assigned articles.
Conclusion.
Coaching and empowerment are a couple of tools that have the characteristic of increasing the skills of human capital (collaborators), they will provide many benefits to organizations that decide to use them, such as considerably improving their processes. It is for this and many more reasons that should be implemented in as many organizations as possible, if they are truly committed to improving and enhancing their most important resource; who are your collaborators.
All companies require collaborators who have the ability to think differently and solve the problems they face on a daily basis by themselves and who feel as an essential part of the enormous system that is the organization.
Bibliography.
Arthur. (April 4, 2011). Business grows. Obtained from
Barrera, WM (October 14, 2012). Empowerment. Blogspot. Obtained from
EmprendePyme. (2016). Emprendepyme.net. Obtained from
European School of Coaching. (2016). European School of Coaching, leaders training leaders. Obtained from
Leader-do-GO! (2011). Leader-do-GO! Obtained from
Movistar. (2015). Business Destination. Obtained from
Pacheco, E. (October 22, 2012). Prezi. Obtained from
I am Entrepreneur. (March 16, 2011). Entrepreneur. Obtained from
Vico, A. (2015). Be Fullness. Obtained from https://befullness.com/que-es-el-coaching/
