Managerial Coaching: Training and Goal Setting Research

Managerial Coaching
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The organization’s executives should consider managerial coaching as it focuses on training and goal setting. The ability to motivate employees is one aspect of managerial coaching that makes the coaching exercise a success (Gilley, Gilley, & Kouider, 2010). There is a need to encourage the growth and development of the employees who are more likely to exercise self-efficacy when there is proper coaching. Managerial coaching is also linked with the personal appraisal, and the managers should identify measures that rate the success of coaching and communicate the results to employees. Organizations understand the importance of coaching in improving personal development and improving employee competency, but few of them assess the return on investment (ROI) of coaching.
Coaching is more of a process that goes beyond improving work performance to empowering and developing the staff involved. The coaching process and practice should ensure that the individuals and groups develop their skills and gain competence to be more productive in the workplace. Hence, coaching succeeds when the learning process is reflective the coaching process depends on the organization needs including relying on internal coaches and external coaches. The study showed that employees believed that managers were less keen on coaching them as they did not motivate them while they lacked coaching and communication skills.
Managerial coaches can enable trusting relationships to facilitate learning. The researchers should also have delved more on how interpersonal skills affected the managers’ ability to coach. Despite the study having identified listening, questioning and feedback skills been identified as being necessary for effective managerial coaching. These skills...