Coaching and Feedback Management

Running head: COACHING AND FEEDBACK MANAGEMENT
Coaching and Feedback Management
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1Coaching and Feedback Management
In the modern day, with the continuous changes in the concepts and meanings and
conducts of the organizations, the processes systems and aspects of the workplace of the
organization is also increasingly changing. In the conducts of the organizational processes the
use of Coaching or Training Sessions are now observed to be in practice, effectively. More
and more institutions are now seen to be in practice of the coaching or training programs. The
Coaching processes can be defined as the usage of knowledge and certain tools that help the
employees or the students to develop themselves and commit to their personal goals as well
as to the organizational goals and also enable them to garb the opportunities that come in
their way (Jones, Woods & Guillaume, 2016). The coaching sessions are provided to the
employees with the aim, so that they can understand the goals and plans and strategies of the
organization, and also to develop their orientation and thought processes, that will be
accounting the organizational processes.
According to the researchers, the coaching management is practiced as the critical
leadership and management competency. They believe that effective coaching sessions and
processes create a profound impact on the teams and the activities of the teams and contribute
positively in the conducts and production of the organization as a whole. It also helps in the
development of the perspective of the employees, which is oriented towards the
organizational goals (Abbajay, 2013). Coaching sessions also contributes in the production of
the employees as well as the production of the teams, thus increasing the individual
competency of the employees.
Another important tools that is used by the organizational leaders and the
management, is the practice of the feedback process in the organizational set up. It is often
seen that the use of the feedback has proved to be powerful, helpful and effective for the
organizational processes. Feedback is viewed as a mechanism that is looped back in order to
control the organizational and managerial conducts by themselves. Feedback is the shared

2Coaching and Feedback Management
information, regarding the employee as well as the leaders and managers, which is shared on
both, and by both of the two structures of an organization, and cam be both positive and
negative in orientation and are served to better the approaches and production of both the
employees and the leaders and the managers (Mencl & Lester, 2014). As viewed by the
leaders and managers and also by the researchers, the feedback process is the most powerful
tool to manage the employees and the conducts of the organization as a whole. The feedback
process is very helpful, as claimed by the managers, as it helps the mangers and the leaders to
understand the orientation and perspectives of the employees and take the further measures
and strategies accordingly (Walting et al., 2013).
There are essentially, three types of feedback processes. Evaluation Feedback, which
evaluates the performance of the employees and therefore, basing upon the gives out
feedback, making the employees know, where they stand as according to their performances.
This kind of feedback form states the present situations of the employees and the expectations
that have been made on them (Yun et al., 2013). Therefore, this kind of feedback can be both
positive and negative. Another type of feedback is the Appreciation Feedback, whereby, an
employee is appreciated and thanked for his or her contribution to the output or the
production of the organization. Coaching feedback is another form of feedback process that is
essentially related to the evaluation type feedback, which, after stating the evaluations made
on an employee, states whether the employee needs to undergo a process of training and if
yes, then why he or she is needed to undergo the training session (Raemdonck & Strijbos,
2013).
In this context, the opinions of the scholar and academicians can be evaluated. Firstly, the
works of Li N et al., (2011) can be evaluated. The authors have approached to the concept of
Career Management from the organizational perspective. The authors were of the opinion
that the organizations, where the individuals are involved, have a role in the career

3Coaching and Feedback Management
management of the same. Their association with the organizations enhances and shape their
career planning and teach them newer strategies. The organizations have an interactionist
perspective and includes a feedback research. The organizations therefore, evaluates these
developmental feedbacks and the development of personality of the employees and the
examine how the feedback contribute to the development of the behavior and performance of
the employees. The particular study includes an interview and survey among the employees
of the two prominent business houses of Shanghai. The results had illustrated that the
feedbacks from the supervisors has a positive impact upon the performances of the
employees and the same helps in the career management of the employees. The feedback
from their supervisors helps the employees to understand their drawbacks and recognize their
areas of strength, and thus contributes in their future planning. Further, the feedback process
also helps the organizations to grow. The feedbacks of the employees, or rather the junior
employees help the organization to recognize their areas of lacking and also to recognize the
things that have been accepted and welcomed by the employees. Moreover, the feedback and
suggestion processes help the organization to acquire further, future goals.
Another work, by, Luthans and Peterson (2004), shows career planning from an
organizational perspective. They also highlighted upon the feedback process. In that context
they have included the concept of 360-degree feedback system, where the most essential part
of an organization, is the feedback system. They have also shown that the growth of an
employee and an organization depends upon the feedback system, practiced in the
organization. However, upon conducting an empirical research, they found out that there is a
mixed review. The employees are of varied opinions, while some believe that the feedback
process helps in the further growth of the employees and shape their further planning, other
are of the opinion that the feed back process is quite demotivating and does not really help in
the career planning for the future. The work further assesses that the effectiveness of the 360-