The Use of Executive Coaching in a Corporation - Coursework Example

Synopsis The use of executive coaching in a corporation is one that can provide insight and growth within a given company. Not only does this provide support for those that are working closest with the corporation, but also provides new skills and a sense of leadership among managers and employees. For executive coaching to work effectively, there needs to be a solution – focused approach that is used, which provides those working in corporations with practical applications and solutions for their company. More importantly, models that work effectively should be implemented, such as the GROW model. These are all designed to create an enhanced experience for project management within a corporation and are able to provide different solutions for those that are using executive coaching for the growth of leadership and HRM. The models that are able to work most effectively for executive coaching are based on mental simulations that provide a stronger sense of leadership. In other models, are focuses on training for technological components and the skills that are required to complete a job. However, many are finding that leadership skills also require new mental models that are able to work more effectively within the work space. These should be action oriented with the ability to provide self – regulation within the work area. More importantly, project setting should be defined with scenarios that will provide leaders with the mental capacity to solve problems and to process what is needed within their business. Behavioral, humanistic and cognitive traditions are usually implemented. These all focus on the different ways in which leaders need to think and work with employees with different projects. It is also possible to look into models for coaching such as knowledge, skills, personal, result and development coaching, all which create different results in how one is able to implement leadership capacities (Berg, Karlsen, 2007). The tools and techniques that are implemented with these models are based on building integrative techniques that can work on several levels. The tools need to provide potential leaders with a different set of solutions for projects and potential problems that may arise. The tools that result will combine with the knowledge and skills base that is a part of this. The techniques include training and implementation that help leaders to solve problems, implement new ideas and to create innovations when working within a project. The more that creativity is used, such as play coaching, interactions and scenarios, the more likely that results will be able to become more apparent (Passmore, 2007). The solution focused approach and GROW model will be used because of the integrative features and tools it includes. This particular solution is known for integrating the several levels of learning that are required for leadership, including knowledge and skills as well as development that can occur within projects. This particular focus is one that is based on goal directed implementation. For HRM as well as leaders, this is a practical step in being able to complete projects while taking direct leadership. Self – regulation is the second component of this, which allows leaders to define what actions they need to personally take for the teams to work effectively with projects. To do this effectively, cognitions, emotions and human behavior will be used with the executive training. As this is integrated into the solution focused approach, the more likely that those working within the atmosphere will be able to provide complete solutions (Grant, 2006). This particular methodology will be combined with the skill set of the GROW model. This stands for goal setting, reality that is explored through observation, options of how to respond to a given scenario and the question of “what will you do” in response to this. This particular model is known to integrate various learning styles and integrates the cognitive process at several levels for better results. As the GROW model is implemented, leaders will be able to gain practical and direct tools. At the same time, this will eliminate some of the difficulties with development that are often a part of leadership and project management. More importantly, the cognitive development is able to be reached on all levels, ranging from new skills to development of leaders so they can work effectively on various projects (Grant, 2006). Theoretical Rigor The solution – focused implementation as well as the GROW model is known to integrate several of the other theories with the main components that it offers. The ability to use executive coaching at several levels allows this model and the theoretical concepts to apply to any situation while offering leaders new understanding of how to manage projects. For instance, one of the levels that are reached through this theory is based on psychological mindedness. The practical application as well as the ability to meet the needs of emotional and cognitive responses is able to apply to various situations and allow HRM and leaders to fully integrate the correct responses to various situations. More importantly, there is the ability to meet personal development through the coaches, as well as team training. These two concepts are essential for the success of the leaders as well as the ability for them to manage and monitor different projects. The psychological components as well as the personal approach that integrates several levels of learning are one of the effective components of this theory and model (Bluckert, 2005). Not only is the solution focused basis and the GROW model able to implement new theoretical components based on psychological, cognitive and emotional responses. It is also known because it is able to implement better production and results within an organization. A key component that organizations will consider before getting executive coaching is based on a questioning of whether the coaching will enhance or change the productivity of their business. More importantly, there will be a questioning of whether this will change the relationships with customers and within both the internal and external environment. Focusing on the solution based training is one that instantly provides results within the current environment that most corporations are under. As leaders are able to find the different understanding of the environment with goal oriented changes for projects, is also the ability to alter their actions. The idea of presenting goals and solutions as well as practical methods for development creates a psychodynamic alternative that combats against personal and professional problems within the workspace (Olivero, Bane, Kopelman, 1997). Practical Application The theoretical framework that matches with the psychological and personal development as well as the enhancement of the organization can all be used practically for those that are in leadership positions. This is specifically able to change because of the systems that are developed through the program. When training these leaders, they have direct responses through the system that they are able to implement. At the same time, this is used only as a guideline so problems can be solved within projects and so those in leadership positions have more alternatives for the development of a project that they are implementing. The practical application that applies begins with the self development that Grant points out. This is able to help individual leaders to take the necessary roles while understanding more of the leadership position that they are in. At the same time, the development of understanding the environment is able to produce better results. A main problem that comes with implementation of projects and what is occurring is based on the trouble shooting involved. Differences in personalities, emotional needs, cognitive development and understanding of the project leads to different scenarios that leaders need to respond to effectively. This will determine the overall success or failure of the particular project. When using the solution focused approach and the GROW model, leaders have a guideline to follow. However, the focus on personal development of leadership through these combined approaches integrates the other needs that leaders have toward a given situation. This provides practical solutions that can be used in the environment and for everyday needs (O’Neill, 2007). Strengths and Weaknesses The solution focused approach and the GROW method have several strengths that can provide a company with better HRM and leadership management for projects. The main strengths are based on the integration of several levels of training. Leaders will have the capacity of working on cognitive, psychological and personal levels while implementing an understanding of various projects. This will provide different solutions for a variety of needs. The GROW system combines with this to show specific skills and tools that can be implemented for problem solving as well as for project management. For leaders in the work force, this is able to implement direct and practical solutions while helping with self growth within the organization. While the approach and methodology are able to provide a strong foundation for leadership and executive coaching, there are some missing components to this formula. Since the foundation is based on a direct system and method that has practical solutions, it is also unable to show other needs a leader may have. For instance, innovation, working with diverse groups, understanding social differences and implementing alternative solutions for project management are not integrated into the solutions of this particular organization. This leads to complications that may occur in the environment. For a leader to truly develop there is the need to show different formulas as well as provide them with the ability to work outside of the box for true leadership management. Integrating alternative and creative components to this basic solution will provide better results and will help with a more integrated solution to what is needed. Conclusion / Recommendations The concept of leadership management and executive coaching is one that provides several opportunities and solutions for those working within project management and HRM. One of the most effective solutions is training for solution - focused alternatives, combined with the GROW methodology. This provides training that is based on self – growth, emotional needs, psychological development and the ability to find practical solutions to project management development and management. The methodology used is known to integrate several levels of training while providing a new understanding of what it takes to be a leader in a given situation. While this methodology is known to provide direct solutions for leaders, there are also other approaches that can be integrated within this. Using different types of innovations while incorporating other mental models will provide a well – rounded solution for leadership management and will help to create an approach that incorporates other problem solving solutions. The methodology is one that should also include the depth of leadership, such as working within different environments and within a broader social arena. This will create a stronger basis for this methodology and for project management development among leaders. References Berg, Morten, Jan Karlsen. (2007). Mental Models in Project Management Coaching. Engineering Management Journal (19), (3). Bluckert, Peter. (2005). The Foundations of a Psychological Approach to Executive Coaching. Industrial and Commercial Training (37), (4). Grant, Anthony. (2006). Evidence Based Coaching Handbook: Putting Best Practices to Work For Your Company. New York: John Wiley and Sons. Olivero, Gerald, Denise Bane, Richard Kopelman. (1997). Executive Coaching as a Transfer of Training Tool: Effects o n Productivity in a Public Agency. Public Personnel Management (26). O’Neill, Mary Beth. (2007). Executive Coaching With Backbone and Heart: A Systems Approach To Engaging New Leaders. New York: John Wiley and Sons. Passmore, Jonathan. (2007). An Integrative Model for Executive Coaching. Consulting Psychology Journal: Practice and Research (59), (1). Read More