Coaching is used more and more today as a development tool in both large and small organizations. When used in this way, coaching is among the latest developments in organic-oriented management and organization theory.
Purpose of the coaching process
The overall purpose for coaching as a development tool for organizations is to free up the available resources in the organization on both the team and individual levels.
The respective manager becomes aware of and develops his or her own leadership style in the direction of employee coaching. An important goal is that the manager takes over and carries out the process in the future and ensures continued innovation and development of the individual employee and the specific teams as a whole.
In addition, the individual employee in the organization expands his or her unique talent and, in time, becomes his or her own coach. Seen from a more psychological point-of-view, the goal is to make all the employees in the organization aware and create a basis for “double-loop learning” (learn to learn) on a conscious or unconscious level, and thereby ready to meet the constantly changing challenges that occur in our changing world.
It’s necessary to have a balance between the “heart” (concern and security) and “sword” (challenge and development). The goal is to create a balance between resources and development by promoting openness, understanding and commonality in the organization both in the individual teams and across the organization.
Dahl & Kjærgaard provides a customized coaching process, seminars and “train the trainer” courses based on this process description.
Please contact Martin Bengtsson on +45 70 20 44 80 alternatively one of our other consultants for further information.