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Conducting a Coaching and Performance Improvement Analysis

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I need assistance in conducting a coaching and performance improvement analysis using the attachment as guidance to complete this task. Please assist me using your personal experience and guidance. The person that you use as the focus of your analysis can be fiction.

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Please find the Coaching and Performance Improvement Analysis in the attached file.

Running Head: MANAGERIAL COACHING

Coaching and Performance Improvement Analysis

Introduction
In order to meet the changing environmental requirements, all the organizations must develop their personnel. But all the organizations are not similar in their ways of developing the personnel (Luthans, 2006). It is necessary for the management to maintain a record of well-trained and experienced employees, so that the management delegates responsibilities to all the employees. In this way the employees can perform all the activities and tasks in an effective and positive manner. In order to improve the performance of the employees, training and development programs are one of the important tools (Brown, 2007).
Effective managerial coaching is also a technique of developing the executives in the organization. It is necessary for the management to evaluate the various situations and circumstances that affect the performance and working behavior of the employees (Green, 2002). By means of the following paper, the readers would be able to analyze various parameters that are associated with the coaching and performance improvement of the employees in the organization.
According to Rick Borcato, it is necessary for the management to give the right responsibility to the right person because if the elected person does not have the adequate guts to manage the work responsibility, this would be a failure of the organization (Borcato, 2003). This analysis mainly focuses on the managers and team members of the organization. In an organization, the managers have to deal not only with the staff but also with the other outsider groups and have to decide their influence on the organization. This coaching and performance analysis is based on the mangers because they are dynamic and life-living element in a business organization (Green, 2002).
In this analysis, the readers can also understand the performance evaluation of the teammates because their performance analysis is quite understandable and makes easier to target the main problem that they face in the group at the time of working (Luthans, 2006). All the members, whose performances are going to evaluate by this analysis have more than one year working experience in the same organization. The member includes all the level mainly supervisors (higher management) and team members (same group level).
With the help of coaching and performance analysis process, various kinds of problem such as job mismatch, uncertain work responsibilities, communication problem, resistant of towards organizational changes lack of experience, etc. are going to evaluated that are restricted with the performance and development of the organization (Brocato, 2003).
Coaching Checklist
Specific problem: The main problem related to the employees is their performance improvement and coordination among team members. Afton Brown stated that in order to determine the effectiveness of the development program and also carries out its weakness or hindrances in way of improving their performance, the issues and problem regarding the performance improvement of employees must be sort out (Brown, 2007).
Understanding of team member about Problem: Yes, the team's members know that the problem exists because his/her ...

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The expert conducts a coaching and performance improvement analysis.

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Conduct a Coaching and Performance Improvement Analysis

See attached article in pdf file.

Effective managerial coaching is integral to ongoing employee development. Whereas training is typically focused on acquiring and/or strengthening specific skills within a short time-frame either on-the-job or in a classroom setting, development is embedded in the relationship between the manager or team leader and his/her staff or team members, and involves an iterative process through coaching and feedback over time.

One key to effective coaching is assessing the performance situation to determine the most appropriate and effective approach to the situation. In this mod 2 case, please return to the background readings to review the article by Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. The Journal for Quality and Participation, 26 (1), 17-22, and then:

Conduct a Coaching and Performance Improvement Analysis

Please prepare a paper, not including cover and reference page, double spaced, 1" margins, that should look something like this:

1. Introduction (1 page) - briefly describe the:
? Person that will be the focus of your analysis (without specifically identifying who they are; the person can be a teammate, staff member, or even your manager or boss, but must be someone who you work with and/or observe in their work on a regular basis)
? Nature of your work relationship and experience with that person, and
? Performance problem that you believe needs to be addressed.

2. Answer the 6 questions in the coaching checklist in the left hand column on p. 19 (1-2 pp.)

3. Next, use the steps in the Coaching Analysis Flow Chart in Figure 2 on p. 19 to analyze the situation (2 pp.), i.e.:
? Specify whether or not the problem is worth solving, and why
? Clearly define and describe the performance deficiencies
? Analyze the root cause(s) of the performance deficiencies:
o What job structure and/or managerial behavior causes might contribute to these deficiencies?
o What knowledge, skill, and/or personality causes might contribute to these deficiencies?
? Worth analysis (note: this is similar to the ROI analysis you did in the module 1 case): Is the solution worth the cost in terms of time, money, and other resources that would be required?
? Based on the results of your analyses, what action(s) make the most sense to address the performance deficiencies (i.e. live with it, outplace or terminate the employee, address the problem or cause)

4. Assuming that it makes sense to address the causes of the performance deficiencies, create a performance improvement action plan in which you identify the specific actions you would take, or recommend be taken (1 page). Please indicate whether:
? Any training training-related actions are required, and if so what
? Any employee development-related actions are required, and if so what
? Any non-training and development related actions, and if so what
? How these actions will address the performance deficiencies identified

Please:
? Draw upon other sources in the background materials to guide your work, and reference any sources that you use in your work (at least three, please).
? Use headings and subheadings to clearly show the structure of your analysis.
? Be sure to include a cover page and reference page, in addition to the pages of analysis described above.

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