Coaching Style Analysis

Employees find satisfaction in their work in countless ways, and identifying them can aid employers in retaining talented workers (Gurliacci. 2004). James appears to be a good worker and with the right coaching, it has been proven that he is a great asset to the organization. Thus, if Alex is able understand the coaching style that works best with him, she will have a much easier time connecting with him. As organizations are progressively seeking effective ways to deliver sustainable high performance, it is important that managers utilize the proper coaching style with each employee. For example, using the driver style with James caused him to be less engaged in the project. Additionally, the long hours more than likely caused stress, fatigue,

and burnout with all the employee. By working in those conditions, the employees were not performing at their best and it is probable that the deadline for the project was not met.

Coaching is thought of as a method used for enhancing performance. Unfortunately, a narrow-minded focus on attaining high performance can lead to stress, fatigue, and burn out. There are multiple cognitive and behavioral methods that can be employed to avoid the aforementioned problems. First, establish a supportive relationship with employees in which personal and professional issues can be confidentially discussed. Second, discussing personally meaningful goals increases commitment to the goal, and said commitment is related to goal striving. Third, identifying and using one’s personal strengths increases happiness as well as expands intellectual flexibility and motivation. Additionally, it is important to note that this kind of reflective process helps develop self-insight, which is positively related to self-regulation. Thus, engaging in these activities builds resilience and develops self-regulation skills, over

time.
When coaching James, Alex should engage in the below behaviors in order to ensure that he is productive (Aguinis.2013). Research has revealed four principles that provide a good framework for understanding successful coaches.
• One, establish a good relationship with him. For coaching to work it is important that the relationship between the Alex and James be trusting and collaborative. In order to achieve this relationship, Alex must listen to understand, search for positive aspects of the employee, as this leads to better understanding and acceptance, and understand that coaching is not something done to a person, but something done with an employee.
• Two, the employee is a source and director of change. Alex must understand that James is the source of change and self-growth. Thus, she is charged with changing his behavior and setting a direction for what he will do differently in the future.
• Three, the employee is whole and unique.

Alex must understand James as a unique individual with several duties, and a unique personal history. Thus, she must try to create a complete and rich picture of the employee. Knowledge of the James’s life can help Alex connect his life and work experiences in a meaningful way.

• Four, Alex is facilitator of the employee’s growth. Her main role is one of facilitation. She must direct the process and help James with the content, but not take control of the issues. The coach maintains the attitude of exploration. This aids in expanding James’s awareness of strengths, resources, and challenges in goal setting.

Good coaching turns feedback into results. For this to happen, a coaching manager needs to engage in establishing developmental objectives, communicating effectively, motivating employees, giving feedback, diagnosing performance problems, and developing employees. Some questions a good coach should ask are: do you listen to your employees?, do you understand the individual needs of you employees?, do you encourage you employees to express their feelings?, do your employees know you expectations about their performance?, do you encourage open and hones discussions and problem solving?, and do you help you employees explore potential areas of growth and developments? These questions are good to remember as a business

professional.
Gurliacci, D. (2004). Seminar to teach how to keep talented workers. Westchester County Business Journal, 43(24), 4.
Grant, A. M. (2017). Solution-focused cognitive–behavioral coaching for sustainable high performance and circumventing stress, fatigue, and burnout. Consulting Psychology Journal: Practice And Research, 69(2), 98-111. doi:10.1037/cpb0000086