Coaching And Leadership In Business Essay

Leadership and coaching go hand in hand in many ways because to coach is to lead, and to lead is to coach others. Indeed, leaders and coaches, whatever the title are really mentors within the context of a particular organization or activity. For centuries, scholars and philosophers alike have been trying to find a specific and complete definition for coaching and leadership, but have not had much success. True, leadership is, in part, decision making at the nth level; while coaching takes that decision making and often compartmentalizes it into split-second action (Rhodes, J., et al. 2000). In the era of gloablization, this has become even more critical now that there are so many divergent cultural opportunities that require new skills, approaches, and even that allow coaching to occur not just in the physical environment, but in the virtual as well, with no regard for geographic or political boundaries (Drucker, P.F., et al. 2001).

In a business there are several different factors, and attributes that can excel or hinder a company’s environmental and economic success. Most people believe that a business’s longevity relies solely on its profits and regulations, when in actuality, it is the coaching and the leadership of the business. In fact, coaching and leadership are the greatest attributes that accumulate to a company’s success, but if they are abused, or misused, they can cause severe damage to the company’s well-being. For this paper I will be covering the topics of coaching and leadership in the workplace and will be giving different types of styles for both concepts. I will also evaluate the correlation between the two and will give several examples throughout to help comprehend the topics. I will then explain how these attributes can be abused and can cause more harm to a company than good. I will conclude my paper by highlighting all of the main points throughout the paper, and then give my own opinion on the subject.

In the contemporary workplace, the hiring process is no longer a singular process of matching a candidate’s skill set to a set of job parameters. Today’s hiring process also involves matching candidate personalities to teams or groups and to the organization overall. The assessment of employee fit has become increasingly important as the costs associated with hiring the wrong candidate have soared. These costs can include unplanned training, reorganization and litigation. The costs associated with poorly evaluated new hires can reach three

Saying that a great deal of thought and effort has been made to understand what personalities blend with what corporate cultures is an understatement. Even in only the last half-century, immense studies have been stumbling hopefully towards a solution that can be applied to the hiring process. Can personality be consistently observed and measured? Can personality facets be defined and eliminated from the ideal candidate, like a bad haircut, or are those facets ingrained and imperceptible? Once those traits are chosen and hired, what about the working environment and company attitude keeps them there, if any? Just these few questions insist that researchers discover, if they can, employee traits such as individual satisfaction, commitment, turnover, and performance (Schneider, Goldstein, & Smith, 1995).

The purpose of this paper is to discuss differences between management and leadership within a familiar organization. To understand the differences between a manager and a leader, one must probe their roles and responsibilities respectively and consider the origins of their similarities. No longer is it enough to understand these aspects of management within the American boarders, but it is imperative to gain an appreciation of these skills on a global stage as distances and cultures are waning barriers to business. An endeavor to recommend two strategies that managers and leaders can use to maintain and create a healthy organization will conclude the paper.

The first tenet of people management according to (Modic, 1988) is, “Focus on performance, not personality.” Modic goes on to explain, “This provides a dialog that can address performance improvement.” (p. 1). The second tenet ties into the first tenet of focusing on performance by providing a way to measure the performance. Modic says, “Provide a base line against which to measure later results, a key element in the change process.” (p. 1). The first two tenets are being used to focus on a measureable component of an employee’s performance rather than intangibles such as personality. By

The biggest challenge facing every human resource department today is recruiting and retaining the “right” talent. Finding the right person to provide the best level of performance for each position in an organization can be like trying to put a puzzle together without all of the pieces. From the application, résumé, and references, matching the candidate’s skill fit is pretty straightforward. In the interview, a lot can be evaluated when it comes to company fit, including attitudes, values, appearance, and so on. The last piece of the puzzle, and most important, is job fit. According to a study conducted by Harvard Business Review between 1961 and 1980 of 360,000 people in 14 different industries, employees performed at a

A closer match between the person’s attributes and the demands of the job is facilitated

The simplest meaning of leadership is when someone got the role of leader to lead other ones. However, the real meaning of leadership is much broader than that. Grimm (2010) indicates there are a lot of meanings for the role of a leader, some of the meanings were illustrated by him such as a person in a leadership role has to be honest and responsible. Furthermore, Hodgson (1987) and Reynolds and Warfield (2010) gave some more examples of the characteristics of a leader. Leaders are focusing on their subordinates and are able to improvise to the situation. Saee (2005) also added more definition of a leadership. He states that leaders motivate their subordinates to complete the task they were given (Hodgetts and Luthans, 1998 cited by Saee, 2015, p.4). Still, many people could get confused between the role of a leader and manager, due to the similarity of the task that both roles have to do. The reason that a leader and a manager are confusing many people is because sometimes a leader may have to do a managing task according to (Hays, 2012). However, to be a leader is one thing and to be an effective leader is one thing. Therefore, the author will start the essay by talking about what make an effective leader in both practical and ethical ways. Then the essay will continue with how an effective leadership related to being morally good attitude. Finally, the author will conclude the whole essay with a conclusion.

While searching for new employees, Human Resource Managers must keep an array of necessary skills in the forefront of their mind. More recently, Human Resource Managers are starting to demand employees display a relatively high emotional intelligence along with a high IQ, job experience, stability, and the right personality (Thygesen, 2014). By hiring a person with an already high emotional intelligence, assists the Human Resource Manager and can decrease the amount of conflict that sometimes onboarding a new recruit can cause. In addition, it helps the Human Resources Manager to have someone of a higher caliber on the team that can help with training of

There are many challenges in leadership roles that are not visible to the public eye unless you are the one that is in that role. Leadership can be complicated at times even when they are considered successful. There are several different leadership styles that people tend to acquire when leading a team. Some are good and some are bad. I believe some of the challenges that leaders face, are issues they cause themselves. In this paper, I will discuss some of the challenges that are associated with leadership in ministry and also in business.

According to Personality-job fit theory (Holland, 1985), believe that people with the same personality characteristics and job characteristics, has a relevance for job performance. For example, PR department should be formed with people who are entertaining in conversation, have strong processing power, development department in a technology company should be formed with people who have strong creativity, does not need to be outgoing person, etc. On the contrary, if someone is not talkative, he/she should not be a sale or agency. Therefore, in the general recruitment and selection process, organization often use a lot of tools and conduct a variety of tests, such as the application form, personality test, structured interview, in fact, they are looking for employees that fit the job with its personality. It will be good if you really can hire an employee that fit the job, but there are often have the chance of error in hiring employees. If manager trying to stifle personality may lead to dissatisfaction and frustration for employees. Weakness can be change to their strength in particular situation, when managers understand the role of personality in the workplace, they can use it to expand the company and drive the company.

The hiring process is an opportunity for managers to be an effective part of their organization’s strategic plan. Hiring managers are tasked with the responsibility of aligning their department’s goals with the goals of the overall organization. Managers can accomplish this by implementing the strategic steps of alignment, leadership and knowledge management, results-oriented performance culture, talent management, and accountability (Satterlee, 2013). These various steps and other hiring tools help human resource managers in their roles. As they become aligned with the organization the process begins with how to recruit and whom should they select.

In this assignment, we have tried to list and analyse the factors that affect the teaching and learning of children and young people and evaluate the importance of individual differences in this scenario.

“Right person for the right job” is the basic principle in recruitment and selection. Ever organisation should give