Workplace Analysis and Application

This paper discusses workplace analysis and application through a coaching approach. It explores the relevance of coaching for managing teams within an organization and provides insights on how to implement coaching techniques to enhance team and organizational performance.

Workplace Analysis and Application
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Table of Contents
Introduction......................................................................................................................................2
Description and analysis of managing teams through coaching technique.....................................2
Plan to address the issue..................................................................................................................5
Implementation of the identified plan..............................................................................................7
Summary of the lessons learned....................................................................................................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

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Introduction
The fundamental purpose of the paper is to describe workplace analysis and application through
a coaching approach. It will discuss the relevance of coaching approach for managing teams
within an organization. Coaching is determined to be the help provided by an expert to a person
for improving his or her performance. It is a systematic process that is result-oriented as well as
task-oriented. Through coaching, effective teams can be created by maintaining appropriate
communication methods, manage conflict, develop positive working relationships, be real and be
decisive. Managing team members requires the business leaders to improve team effectiveness,
skills and qualities. By adopting a coaching approach and mentality, a leader can acknowledge
its potential. Furthermore, focusing upon employees helps in fostering a culture of opportunity
and growth and retain top talent. It also helps in fostering innovation and also helps the team
members to come up with new and creative ideas. However, the paper will describe and analyze
how teams can be managed by adopting coaching techniques or approaches. It will provide a
relevant discussion regarding the plan for managing team members. The paper will also provide
a detailed understanding of how the identified plan will be implemented to enhance team and
organizational performance.
Description and analysis of managing teams through coaching technique
Team management is considered to be the capability of an organization or individual to
coordinate and administer a group of individuals to execute a task. It engages performance
appraisals, objective setting, and communication along with teamwork. An organization, as well

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as the teams, can be managed through coaching techniques. Coaching is regarded as unlocking
the potential of an individual to increase their performance (Pousa, Mathieu & Trepanier, 2017).
It refers to a leadership style that helps managers and employees to learn new and innovative
ways of doing things. It is determined to be a collaborative solution-focused, systematic and
results-oriented process that enhances work performance. With the help of coaching, the
organizational manager can develop an ongoing conversation that in turn; enable employees to
listen to the feedback regarding their performance more openly (Yeganeh & Good, 2016).
However, it can be said that successful teams are regarded as the driving force for any
organization as they are developed through superior management skills. When the employees
gain huge opportunities and appropriate direction of their manager, they meet the highest
potential. Thus, coaching is one of the significant skills of a good manager that provides him
with the ability to effectively coach and manage the team to bring out their true potential by
working collaboratively (Magpili & Pazos, 2018). When the employees fulfil organizational
goals, there are more chances that the firm will boost the bottom line, out-shine the competition,
and build consumer loyalty.
Managing team through caching techniques is relevant not only for the team but also for the
organization. It helps managers to understand the needs of their employees on a deeper level and
also gain knowledge regarding their weaknesses and strengths. It helps in fostering transparency
among the team members to ensure that every member is on the same page. It also helps in
fostering the culture of an organization through open communication (Britton, 2015). Moreover,
fostering transparency helps in establishing trust among the team members. In allows the
manager to be non-judgmental, friendly, be clear and create an open-door policy in every
coaching meeting. By using effective coaching technique, the managers within the organizations

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are able to set relevant goals and make a strategic plan. While managing a team, a manager must
apply coaching approach as it supports in balancing the art of facilitating appropriate instructions
through inspiring, motivating and comforting. The business leaders who adopt this approach find
themselves establishing a more successful team. It is because good coaches show their potential
to the team members and helps them in increasing their confidence level and inspires them to do
their best (Ratiu, David & Baban, 2016). As a result, depending upon its relevancy managers
must adopt coaching techniques instead of managerial approaches as it helps in improving
working relationships among the team members.
Moreover, it can be said that coaching techniques help manage the team as it helps in cultivating
a sense of responsibility, build strong relationships, creating a developmental plan and have
effective conversations. However, effective conversations help managers to shift the stories,
discover new possibilities and expand awareness (Dimas, Rebelo & Lourenço, 2016). It helps in
creating new approaches and possibilities. Adapting coaching techniques are relevant for a
manager as it provides relevant knowledge regarding the principles of coaching conversations.
Coaching conversations helps in creating new ideas, listen and share others opinion with an open
heart and open mind and embrace the mindset of curiosity Alrø, H., & Dahl, P. N. (2015).
Meanwhile, Emotional intelligence theory develops from the branches of communication and
behavioral theory and focuses on the cognitive aspects like problem solving memory. The theory
states that intelligence is the global or aggregate ability of a person to deal effectively, to think
rationally and to act purposefully. As per this theory manager within the organizations must have
a proper understanding of the links between effective managers and leaders in the workplace as
well as their level of emotional intelligence. It is acknowledged that leaders those who comprise
of high emotional intelligence may instill a sense of optimism, excitement and enthusiasm within

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the company's atmosphere (Mihiotis & Argirou, 2016). It helps in developing trust and
coordination and build high quality interpersonal relationships with the organizational team
members. The theory comprises of two significant themes, such as the establishment of an
optimistic perspective and the utilization of self as a tool. In order to manage a team, it is
significant for a leader to implement the competencies of emotional intelligence. For any
individual who seeks authentic and meaningful relationships, it is important to remain open to
feedback and be aware of their limitations and strengths (Roussin, MacLean & Rudolph, 2016).
According to this theory it is crucial for a manager to remain adaptable and flexible and develop
political and organizational awareness to manage team members and organizational activities.
Plan to address the issue
In today's context, coaching is regarded as one of the significant elements for managing team
members with an organization. Coaching the employees and helping them to improve their work
performance is crucial for an effective leader (Berg & Karlsen, 2016). In order to manage a team
by implementing coaching techniques, it is vital to make an appropriate plan by considering the
social and cultural context. The effective ways to manage the team through coaching are as
follows:
 Initiate approach
 Knowing the employees
 Set goals
 Develop a coaching methodology
 Foster transparency

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 Co-ordination
 Accept feedback
 Manage inter-team conflicts
Moreover, in order to manage a social and culturally diverse team, a manager faces various
challenges such as remote team members, language barriers and many more. Acceptance of
social and cultural diversity helps an organization as well as the employees to enhance
company's performance. It includes the aspects of culture that creates an impact on an
individual's interaction with others f different background (Rowe, Moss, Moore & Perrin, 2017).
It also influences how an individual respond to organizational policy, operational needs, along
with management demands. However, the skills needed to work efficiently with both sets of
diversity that is social and cultural must not differ. Thus, organizations must strive hard to
facilitate awareness and training with the help of policies and procedures, applying their learning
and respecting all colleagues to work well together (Powell & Pazos, 2017). Furthermore, the
organizations must implement safety culture, which is regarded as a professional workplace
culture that will help employees to hold shared beliefs and values that would be reflected in their
behavior.
On the other hand, the managers must emphasize positive behaviors for every employees, which
will help in promoting improved safety performance and minimizing risk. This will help
employees to adopt the desired behaviors where there will be common goals without any internal
conflict. It is the responsibility of the manager to identify and give respect to cultural and social
differences. It is significant to develop certain norms for the team members as well as outline
roles and responsibilities and build team identity (Patti, Holzer, Brackett & Stern, 2015). There is
a need to have proper communication among manager and employees to have a better

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understanding of organizational processes. Managers must develop trust and rapport with the
employees to create an environment where employees from different background feels safe so
that they can better coordinate with one another (Western, 2017). The organizations must focus
towards leveraging social and cultural diversity in the workplace through coaching techniques. It
is acknowledged that having a cross-cultural team provides various opportunities for learning,
innovation and creativity from others who come from different background (van Nieuwerburgh,
2016). As a result, it is crucial to think of new and innovative ways of executing things,
embracing new perspectives and differences.
Implementation of the identified plan
The plan mentioned above helps organizations and its manager to manage the team successfully
by adopting appropriate coaching techniques. However, the identified plan can be implemented
as follows:
Initiate approach
For managing, team coaching is important as it helps in creating a sense of collegiality and
maintains it all over the process. This helps in creating an efficient and effective coaching
environment (Schaubroeck, Carmeli, Bhatia & Paz, 2016). The approach must be initiated or
implemented by gaining a proper understanding of its use and making appropriate decisions for
the employees.
Knowing the employees

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A true and effective manager must have well-structured knowledge regarding their team
members. It is significant to have complete regular self-evaluations, formal personality testing
and utilize the outcomes to make sure that the employees are utilized effectively. The manager
must better understanding of the strengths and weaknesses of every employee. Thus, a manager
must strive hard to improve their skills and capabilities (David, Ionicioiu, Imbăruş, & Sava,
2016). Having a better understanding of the employees will enable a manager to plan and
execute projects more efficiently and systematically.
Set goals
Specific goals can be hard and elusive to articulate. It is significant to distinguish among goals
and problems. This plan is implemented by gathering the team members together and showing
them the big-picture that leads to success (Zakaria, 2015). The leaders motivate the team
members to brainstorm and discuss different ways to reach the big-picture objectives. After
identifying larger goals, the manager creates a timeline that involves benchmarks and milestones
to enhance a team's success and progress (Cole, Cox & Stavros, 2019). Setting goals helps in
improving the effectiveness of organizational activities and strengthening the relationship with
the employees. Without strategic planning defining clear goals and objectives is virtually
impossible.
Develop a coaching methodology
A manager must focus on working with its employees to target developmental areas by
supporting them in managing and setting a goal-oriented process. It also makes efficient use of
the goal-setting process by outlining and addressing the limitations (Milner, McCarthy & Milner,
2018). A manager must focus on promoting strengths by overcoming weaknesses.

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Foster transparency
Being transparent with the employees help managers to strengthen relationships and build trust
by ensuring that every employee is given equal opportunities and respect. The manager must
implement the concept of transparency by asking open-ended questions (McEwen & Boyd,
2018). This would help to employ in developing their visible strengths and discover their talents.
Tailoring the next steps by listening to employee's response indicates that managers value their
employees and helps them to meet their goals (Kurz, Reddy & Glover, 2017). The coaching
provided by the manager must lead the employees towards the process of professional
development. Moreover, the efficient strategy is to utilize the conversations that have been
gathered by asking open-ended questions so that the employees would control their development.
Co-ordination
Generally, humans are competitive and they strive hard for gaining top position in their career.
By identifying the achievements and enhancing collaboration among the group, organizational
goals can be achieved (Desimone & Pak, 2017).
Accept feedback
Without gaining feedback, it becomes impossible for individuals to develop their skills and
qualities. Providing real-time and effective feedback is the most significant component to
become a great leader or coach (Bardfield et al., 2015). This plan can be implemented by the
leaders by providing constructive feedback on time as well as in celebrating and identifying
achievements. The messages must be crafted carefully as feedback as the power to break or make
team success. Similarly, at the time of one-on-one sessions and meetings with employees focus is

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towards asking questions in a new and innovative way to improve team efficiency and meet the
behavioral and performance goals (Mukherjee, 2016). During the discussion, the leaders must
maintain perspective, remain flexible and keep an open mind.
Manage inter-team conflicts
This plan is implemented within the organizations by developing a transparent and unified team.
By considering its responsibilities, the manager emphasizes enhancing mutual understanding
among the team members, which helps in managing internal conflicts. The leader makes an
effort to understand the issues thoroughly and implement a significant and effective process for
avoiding and addressing with such kinds of problems in the future (Thompson & Cox, 2017). All
the resources must be used efficiently for managing the team and creating a toolkit for coaching
employees. It will not only prove to be a valuable asset but also help in gaining additional
experience in management and leadership (Moore & Koning, 2016).
After implementing the plan related for managing a team through a coaching approach, the team
members were able to define organizational goals and strive hard towards achieving the specific
goals. It helps in enhancing professional development and help employees to understand and
work with different people (Aas & Vavik, 2015). The implementation of the approach also
helped the manager to motivate its team members to execute better work performance.
On the other hand, the limitations of the approach are that leaders are unable to change their
communication style while managing team members. Most of the time the employees becomes
dependent and looks for seeking manager’s viewpoint while before executing their job
(Schaubroeck & Yu, 2017). Meanwhile, the coaching leadership style takes a huge amount of
time to be effective, and it cannot be executed without mentoring.

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Summary of the lessons learned
The coaching approach provided an understanding of the importance of managing team for
organizations. This such type of leadership style generates a positive workplace environment that
motivates employees to achieve organizational goals and work with people from different
background. It improves the skills and qualities of the employees and creates competitive
advantages by implementing employee orientation process (Alrø & Dahl, 2015). When team
members receive mentoring the entire organization or team experiences increased productivity.
Coaching the employees and taking them towards the next level of development opportunities
makes an individual a successful leader.
I acknowledged that the coaching approach contributes to overall talent development of a team
by providing employees with appropriate training. This will help me in the future to enhance
professional and personal development as a leader and developing unique and genuine
relationships with the team members. I got to know that coaching includes facilitating and
guiding better performance through ensuring and mentoring individuals to enhance career
growth along with the team's professional achievement. Constant coaching focuses upon
knowledge transfer, skill improvement, performance improvement, and retention and employee
onboarding (Markus, 2016). As a result, it has been acknowledged that coaching is regarded as
an effective method for transferring and reinforcing learning that can be achieved by following
the aspects of emotional intelligence theory.

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Conclusion
The paper concluded by demonstrating a proper understanding of the coaching approach that
helps business leaders to manage a team. It has been observed that most of the time leaders
prefer choosing this approach as it is an effective way of managing team members along with
their performance. Managing team members by adopting coaching techniques are regarded as an
effective method as it provides various development opportunities not only for the organization
but also for the team members. The paper provided an understanding of the theoretical concepts
such as emotional intelligence theory that helps in guiding employees and understanding their
needs. Moreover, the paper outlined the plan that will help in managing the team members
within the organizations. It also focused on understanding social and cultural diversities that
occurs within the organizations and among the team members. Coaching leadership helps
employees to collaborate with others who come from the different cultural background.
Moreover, the paper provided a brief discussion of how the identified plans are implemented to
manage the team efficiently and effectively. It has been noticed that the plan helps in motivating
the team members that, in turn, helps employees in achieving organizational goals.

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