Pillars of coaching and principles of empowerment

Intelligent organizations are in constant development and movement, they are usually guided by technological advances, as well as by new political and cultural implementations that are growing in the country where they are located.

The most fickle point of organizations is definitely human capital, since it is difficult to manage, to be able to always keep stable and happy or satisfied, since this often depends on performing at their best to achieve the desired performance, but for this There are tools which allow us to get that maximum out of collaborators.

These tools are Coaching and empowerment, which serve as said above to be able to get the most out of collaborators, since it allows a better integration between themselves and focuses on finding their strengths to polish them and show them to the organization.

Nowadays these tools are implemented by all kinds of organizations of all the branches that there are, even a great advantage of them is that they can be handled even personally, that is, receive personal coaching or empowerment sessions or be a consultant of the same and apply the sessions in other people.

In this article, we will learn about the origins of coaching and empowerment, as well as what are the benefits that they bring to an organization, their definitions and the best way to implement them within an organization.

origins

To talk about the origins of coaching it is necessary to mention Socrates.

Socrates was born in Athens around 470 BC and died in 399 BC. Mayneutics (considered the art of lighting) is the subject of a dialogue between Socrates and Theethetus in Plato's Theethetus.

However, it was not until the 70s when Timothy Gallwey worked as a professor at Harvard and at the same time was the captain of the tennis team, because he became aware of the important role that the mind has in this sport, he developed a rethinking of the way in that this sport was taught. (Mazahua, 2016)

Empowerment emerged in 1988 and was promoted by Kenneth Blanchard and Paul Hersey. According to (Diaz, 1999) “Empowerment as a visionary theory that is projected to develop in the collaborators of a company not only an aptitude for teamwork but also an attitude of synergy, where the collaborator is empowered to carry out their productive activities and also to make decisions at work itself ”. Its objective is to increase the effectiveness of the company by giving up the power to make decisions. (Mazahua, 2016)

Definitions

According to (wikipedia.org, 2018) the definition of coaching is as follows:

Although the term coach has a direct origin from the sports field and this in turn from a Hungarian means of transport (kocsi secker), it is in the business and personal environment from where the dialogical and praxeological process is known by coaching through which the coach or trainer creates the conditions for the person or group involved in this process to seek the way to achieve the set objectives using their own resources and skills strongly supported by motivation, responsibility and creativity. There are many methods and types of coaching which vary greatly according to the philosophical school to which they subscribe. (wikipedia.org, 2018)

According to ASESCO (Spanish Association of Coaching):

On the other hand we also have the definition of empowerment which means according to (quality-gestion.com.ar) the following:

On the other hand (López, 2016) defines it as follows:

Coaching Terms

Coach: professional who uses Coaching. A coach. Two Coaches. It is my duty that my clients know what the discipline is called and that they call the professional by name, even if it is an English word. I'm not a Coch, I'm not a Coacher… I'm a Coach. (Vico, 2015)

Coachee: the person who receives the Coaching process. It can be from a client (a coachee) or several clients (coachees). (Vico, 2015)

The 3 pillars of Coaching

These 3 pillars are:

The 3 pillars of Coaching

First, the coachee has to realize and become aware of what is happening, where it is and where it wants to go. Then you have to feel motivated and self-worth enough to achieve your dreams. However, all of this would not work if the coachee did not feel responsible for the entire process.

No more excuses, no more complaints… be responsible for what you do for both good and bad. (Vico, 2015)

Types of Coaching

Personal Coaching or Life Coaching: to achieve personal goals, overcome obstacles and improve as a person Business and Executive Coaching Sports Coaching: There are many professionals dedicated to this, since it was the origin of Coaching. Coaching for Entrepreneurs Coaching for Expatriates Financial Coaching Coaching for… whatever you want

Coaching is not regulated by a College like other disciplines such as medicine, psychology, architecture… However, there are national and international Associations to which Coaches can subscribe. (Vico, 2015)

Principles of Coaching.

According to the European School of Coaching these are its principles:

No one is in possession of the truth. The same reality can be observed from different points of view and arrive at interpretations and, therefore, different but equally legitimate conclusions. People act to the best of their ability. Coaching allows the discovery of new ways of doing things based on the change of beliefs. Every individual carries a talent that is waiting to be revealed. The human being is complete, he lacks nothing. Inside it contains enormous potential that is waiting to be unleashed. Coaching facilitates this release. The coachee is autonomous: he is the one who decides, who chooses and who, ultimately, decides. People can change. The facts cannot be changed, but the interpretation of the facts can: we can choose the interpretations that we give them. Everything that is not genetic can be changed. Confidentiality. Nothing the coachee says transcends outside of the coaching sessions, or that safe environment. Ser / Make. Coaching differentiates what we DO from what we ARE. It defends that we are much more than what we do and that we can choose who to BE. (america.escuelacoaching.com)

The Coaching Process

Two people interact in the coaching process; one is the coach or trainer, who is the person who accompanies the person who is being oriented to improve in the performance of their duties. The other is the coachee or person in training, who generates and discovers the knowledge and competencies she needs to improve and achieve her objectives and goals.

The trainer commits with his trainee in a collaborative alliance, establishing specific objectives and designing an action plan that allows them to achieve them within the established deadlines. This plan will establish a series of meetings between the participants to achieve the intended purpose, accompanied by another set of activities aimed at improving specific aspects of the person in training.

For the effectiveness of coaching, the type of relationship that is established influences it and it is required that it be based on trust between both participants, in this way the coach can be, not only a director of coachee training, but also a consultant who helps him to innovate in procedures. Therefore, to improve the productivity of the process, the trainer must have a deep knowledge of the job position developed by the trainee and the way in which this position relates to the objectives of the organization. Likewise, the coach must have the will to communicate, must be willing and able to share their information with the trainee and be willing to take the time that this effort requires. (wikipedia.org, 2018)

Steps for development.

They are, basically, the following:

Observe - The observation of new points of view will be essential for the trainee to find solutions and will allow the individual to choose between the alternatives available to achieve their objectives.Awareness - Observation allows awareness, basically about our power of choice. The coach will focus the pupil on the choices they make and their consequences, providing them with specific tools to choose consciously and more effectively.Determination of objectives - It is essential for any coaching process to have clearly defined objectives that will guide the decision. decisions and actions.Act - Once all the information has been gathered, it is necessary to act in a sustained way over time.The coach will closely monitor this process, helping to overcome the difficulties that appear when carrying out the actions.Measure - At all times it is essential to check if we are approaching or moving away from the target set. This will allow corrective actions to be taken and thus contribute to obtaining the desired achievements.

In the same way, and depending on the objectives set between the coacher and the coachee, the following states can be established, from which the delivery of results will be assessed. It should be noted how important it is to reach the goal as much as it is to achieve and develop the necessary ability to achieve goals or similar companies. The states are:

incompetence - unconscious incompetence - conscious competence - conscious competence - unconscious

The latter is the best indicator of the capabilities and efficiency of the coach's methodology, since this state is the main objective of their work. (wikipedia.org, 2018).

Empowerment

Empowerment is a very useful tool for quality management, and also for the integral management of an organization, since it provides elements to strengthen the processes that lead companies to their proper development.

Empowerment's work philosophy is necessary for business success, measured in terms of customer satisfaction, improved financial results, and development of its people. (Calidad-gestion.com.ar,

Empowerment Principles

The principles that define the Empowerment philosophy are as follows.

Authority and responsibility. Assign authority and responsibility over activities, and jointly define standards of excellence. Feedback. Provide timely feedback on the performance of members of the process and recognize achievements in a timely manner Trust the team and treat employees with dignity and respect Focus on continuous improvement Information and training. Provide the training, information and other tools necessary to achieve the objectives and goals. (Calidadgestion.com.ar,

What is the benefit of empowering employees?

According to Koontz and Weichrich, empowerment is based on:

Power = Responsibility (P = R) Yes Power> Responsibility (P> R). The result can be autocratic behavior on the part of the superior, who is not responsible for his actions. If Responsibility> Power (R> P). The result would be frustration on the part of subordinates because they do not have the necessary power to carry out the activities for which they are responsible.

If the employee has high potential and is not given the confidence to make decisions, they may feel frustrated and unmotivated, as if their work is unimportant. Giving him power over his own work boosts self-esteem and work becomes a challenge rather than a burden; there are also other advantages:

Better communication between employees and managers Improves team performance Generates a higher level of productivity and better performance Increases teamwork and immediate decision-making that are sometimes crucial to the direction of the company.

(blog.posgradostec.info, 2013)

Requirements to apply empowerment in organizations

Provide adequate information: for the application of empowerment to be successful, the worker must be provided with all the appropriate information that allows him to make correct decisions, solve problems effectively, or execute tasks efficiently. For example, the worker must understand the task, know the expected results, and know to whom and when to present them. Provide adequate tools and resources: just as it is necessary to provide adequate information, for a correct application of empowerment it is also necessary that the worker have all the appropriate tools and resources. For example, the worker must be well trained and qualified, and have all the necessary provisions for the proper performance of their tasks.Provide feedback: for empowerment to be applied successfully it is also necessary to establish direct lines of communication with the worker in such a way that their questions can be answered, provide guidance, and provide information that allows them to know if they are performing the task in a correct. Evaluate and reward performance:Finally, for a correct application of empowerment, at the end of the task, the results obtained must be evaluated (before the methods used), and if these do not meet expectations, the errors and consequences must be analyzed; But if they do meet or exceed expectations, the work done should be recognized and rewarded, either with encouragement, financial rewards, or with a greater delegation of power and authority. (crecenegocios.com)

Empowerment benefits

Empowerment has the following general benefits:

Improved satisfaction and trust of the people who make up the organization Increased responsibility, authority and commitment to customer satisfaction Decreased resistance to change and increased creativity of staff Faster processes with what which decision making is more efficient. More satisfied customers and happier and more committed people.

In modern companies, Empowerment is a means to eliminate bureaucracies, gain flexibility and increase productivity and competitiveness. It is a survival factor since it favors the development and use of the hidden talents that exist in people, and undoubtedly constitutes the necessary philosophy to direct organizations in times like the present, characterized by rapid and profound changes, and environments each time more complex and competitive.

The schemes proposed by standards such as ISO 9000, ISO 14000, OHSAS 18000, or ISO 22000 require the decisive intervention of the Directorate for the strengthening and optimization of the management system and Empowerment, as a tool of responsibility, autonomy and involvement, constitutes a key factor to sustain over time the efforts developed by the organization and aimed at implementing the management system. (Calidadgestion.com.ar, conclusion

In short, coaching and empowerment are very useful tools to be able to enhance the human capital of organizations, a CEO of today must be very aware of this and working with coaching with collaborators will not only bring him closer to them but it will make them integrate in a better way within the organization, allowing at the same time to get the best out of each one and make them feel like an integral part of the organization.

At the same time, with the implementation of empowerment in organizations, collaborators are being given more openness to feel like an integral part of the organization, allowing them to make decisions in a freer way without fear of reprisals and always acting in the most correct way and in favor of of the organization, since empowering does not mean doing what you want, but doing things in the best way for the benefit of all.

Coaching and Empowerment are tools that transcend beyond organizations, as we have already seen, coaching was born from sport and is still being implemented, such is the case of the Cruz Azul team where its technical director Pedro Caixinha, seeing the low performance of the team, decided to raise it using coaching techniques and despite the fact that this tournament did not see a considerable improvement, it is known that this is a process that takes time.

Thesis proposal.

Provide coaching and empowerment in MIA at the orizaba technology.

Overall objective.

Put coaching and empowerment subjects as subjects so that MIA students get soaked in this tool and can apply it in organizations.

Thanks.

I thank my mother who is the strength to continue every day and who has made me get to where I am, my teachers who have given me their time and knowledge to continue my studies, Doctor Fernando Aguirre y Hernández since He has given us all his experience and knowledge in this matter of Fundamentals of Administrative Engineering, as well as CONACYT since it gives us its support to motivate us to move forward in our adventure for mastery.

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