How To Develop Employees

Through Coaching Process

By Mohsin Majeed

Pakistan Institute of Engineering and Applied Sciences,

Islamabad, Pakistan
October, 2014

Presentation layout
What

is Coaching?
Employee, An asset of Employer
Importance of Coaching in an Organization
Coaching Concept in an Organization
Types of Organizational Coaching
Model of Organizational Coaching
Effect of Coaching on Professional Skills
The Performance Improvement Plan
Developing a Coaching Culture
Case Study: NayaTel (Pvt.) Limited
Summary & Conclusion

What is Coaching?
A

teaching, training or development process by

which
an individual is supported
specific personal or professional result or goal is
achieved

short-to-medium-term relationship between a

manager or senior leader and a consultant
(internal or external)
to improve work performance

Employee, An asset of employer

The

success or failure of the organization

depends on employee performance
Investment of huge amount of money on
employee development by employer

Importance of Coaching in developing employees

Variables

of Employee Development

Importance of Coaching in developing employees

(Continued-1)
Pyramid

of Organizational Benefits

Coaching Concept in an Organization

The

Purpose of Coaching

Leadership development
To retain high potentials
To improve performance
Career anticipation by employees

Types of organizational coaching

Culture

Change Coaching

Culture audits through surveys, interviews and/or

focus group methods
Management

/ Leadership Coaching

Leading others to combine their personality and

behavior to accomplish a common goal
Coaching

for Skills

To learn specific skills, abilities and perspectives over

period of specific time

Types of organizational coaching (Continued-1)

Coaching

for Performance

Effectiveness in current position, management or

leadership competencies
Coaching

for Development

Future job role, outplacements, restructuring and reengineering in organization

Coaching

for the Executives Agenda

Issues surrounding
downsizing

the

executive

e.g.

company

Model of organizational coaching

Model

proposed by Prof. Peter Hawkins

Model of organizational coaching

(Continued-1)
Best

practice drawn from the research into

many organizations
Effective coaching results in increased
leadership capacity, distributed leadership and
organizational learning

Effects of coaching on professional skills

Communication Skill
Building Relationship
Decision-Making
Leadership
Advocacy and Negotiation
Career Planning and Management
Work-Life Balance
Boundary Enforcement

The Performance Improvement Plan

Developing A coaching culture

Improving

Bottom Line Performance

Engagement of Employees
Communication between higher management and
bottom line
Awarding the talent
Building

a truly sustainable competitive

advantage
Develop a unique level of expertise in areas that really
matter to employer
Complement ones competence with companys core
requirement

Developing A coaching culture (Continued-1)

Retaining

best staff and improving morale in

most challenging circumstances
Developing the team
Reconnecting with team
Improving the workplace
Setting measurable goals
Rebuilding confidence
Focusing on talent management
Keeping people motivated

Developing A coaching culture (Continued-2)

Developing

Talent

Make use of abilities and develop skills that can

aggrandize talent
Creating

resilience in organization, enabling

people with high challenge and high support
To face the challenges with high spirits
Employees, the sole pillars of the company

Case Study: Nayatel (Pvt.) Limited

Introduction

of Employer

Fiber To The Home (FTTH) / Fiber To The User (FTTU)

network in Islamabad
Offers ultra broadband internet, modern telephony and
digital video services to business and home users
Ranked at number Two among top fast growing
companies in Pakistan in 2011 by Allworld Network

Personal Experience
Worked for approximately 1 year
Learning, encouraging and professional environment

Coaching and Training Programs

Technical

Training
Non-Technical Training
Other Coachings
Weekly meetings of manager with his team
Weekly executives and mangers meetings

Summary & Conclusion

Relationship

between employees and employer is

interdependent
Employees need to be proficient and such
proficiency can be obtained by using the tool of
coaching. Employer usually invests its resources to
develop its employees
Coaching ultimately results in prosperity and
success of organization
Utilizing different types of coaching and coaching
model, necessary skills career development,
knowledge of governance, leadership, interpersonal
skill
development
and
people
management skill development are developed in
the employees for their effective performance

THANKS!
Any Query???