Developing individual leaders and organizations Executive Summary Coaching skills training for managers

Developing individual leaders and organizations 1 | P a g e
Developing individual leaders and organizations

Developing individual leaders and organizations 2 | P a g e
Executive Summary
Coaching skills training is provided to the managers to enhance their potential along with making
them flexible enough to perform their roles and responsibilities in an appropriate manner. In this
report, coaching skills training will be provided to the 10 managers with the objective of
empowering them to efficiently use their knowledge and different learning interventions like
combination of action Learning, coaching and informal learning. Apart from this, this report will
also include the discussions regarding to the learning theories like Adult Learning Theory,
Experimental learning theory, Goal setting theory (motivational theory to learn) and social
learning theory. Primary intention behind discussing these theories is integrating them to design
an effective training program.

Developing individual leaders and organizations 3 | P a g e
Table of Contents
Executive Summary.........................................................................................................................2
Background and analysis of business needs....................................................................................5
Strengths and weaknesses of organization...................................................................................5
Structure, Staff and skills.........................................................................................................5
Strategy and shared vision........................................................................................................5
Style and System......................................................................................................................5
Opportunities and threats of organization................................................................................6
Economic and political.............................................................................................................6
Social and technology..............................................................................................................6
Overview of the interventions.........................................................................................................7
Learning outcomes for the development interventions...................................................................7
Learning theory............................................................................................................................8
Adult learning theory................................................................................................................8
Experiential learning theory.........................................................................................................8
Social learning Theory.............................................................................................................9
Evaluation of development interventions......................................................................................10
Transfer of Learning......................................................................................................................11
Cost and benefits............................................................................................................................13
References......................................................................................................................................15
Appendices....................................................................................................................................18
Appendix 1:................................................................................................................................18

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Background and analysis of business needs
Human Resource Development Needs Investigation (HRDNI) is the primary stage as per ADDIE
model in order to analyse the gap between the organizational actual and expected performance.
With regards to this, it is necessary to align the HRDNI with the business demands and wants to
design the targeted training interventions in accordance with the chances analysed in the internal
and external context of organization for the objective of business development.
In relevance with analysing internal and external business needs in terms of training and
development, McKinsey or PEST analysis could be used for the objective of identifying the
organizational strengths, weaknesses, opportunities and threats. Along with this, gaps could also
be identified with the analysis of internal documents like financial statements and information
gained from questionnaires, surveys, external reports of business, etc. (Lacerenza, et. al., 2018).
Strengths and weaknesses of organization
Structure, Staff and skills
Creative insight is an advertisement company established 30 years ago in Tokyo, Japan.
Organization has a workforce of 160 employees including 10 managers and one CEO. Amongst
the workforce, 60 employees are new joiners whereas others are enriched with appropriate
experience and knowledge regarding job. Most of the employees fall under millennials category
because average age of the employees is 20-50 whereas the managers fall under the age bracket
of 30s and 40s.
Strategy and shared vision
Creative Insight is mainly performing the duties in the field of traditional media advertising and
due to shift in the interest of consumers these days; management has decided to change their
functionalities as per the trending business environment. With regards to this, organization has
planned to launch their online advertisement and promotional campaigns which will include all
the major digital platforms like social media, website promotion, email marketing, etc. This
strategy will not only help the organization to attain the long-term goals but it will also help to
align their goals with the trending business environment. Organizational existing share value is
oriented with their existing vision but in order to enhance organizational performance,

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organization has decided to drive towards the new value in terms of making the organization a
self-driven in relevance with generating innovative and creative ideas along with encouraging
teamwork and personal development (Obeng & Blundel, 2015).
Style and System
Research conducted through questionnaire and interviews, it has been observed that there is
detailed executive, HR management policies and financial aspects which helps in managing
employees’ activities in terms of ensuring positive outcomes for organization. Apart from this,
organization is also committed towards positive relations with the employees, customers and
other relevant stakeholders. This has been developed with the objective of attainment of goals for
the organization as well as for the attainment of personalised goals of employees. In terms of
enhancing employees’ performance as well as to make alignment between the organizational
goals and the employees’ efforts, organization will focus over making their appraisal system
effective and goal oriented (Arthur, Adraki & Allotey, 2018).
In addition to this, organization will use formal communication method with the objective of
developing openness in the communication in relevance with sharing information wisely. With
regards to this, it could be said that organization is following premeditative culture and the
leaders are following transactional leadership styles in order to manage the employees in an
effective manner. This has helped the organization develop an effective workplace environment
along with encouraging teammates to perform as per the organizational requirements. From the
top level management to the employees, an effective level of coordination have been developed
at the workplace which has ultimately promoted new ideas of business development (Tukker &
Tischner, 2017).
Opportunities and threats of organization
Economic and political
Advertisement industry is growing rapidly and in Japan, Rugby World Cup 2019 and Tokyo
Summer Olympics are two big upcoming big events and these events will bring various
advertisement opportunities. This will help the Creative Insight to attract clients from the
overseas market. Apart from this, recently, Japanese government has reduced the corporate tax

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rates from 32.11% to 29.74% and this has also generated number of opportunities for the local
advertisement companies to gain competitive advantage (Pietrobelli & Staritz, 2018).
Japanese GDP as well as the expenditure in advertising industry has seen a slight increase of
1.6% in 2017 but with that increase, the industry has also seen nearly 2.3% decrease in the
expenditures in traditional advertising in the financial year 2017 and on other hand; internet
advertisement has seen positive increase of 15.2%. Thus, Creative Insight would be able to
enhance their performance by investing in both traditional as well as non-traditional
advertisement mediums.
Social and technology
The growth of advertisement industry is very high and in Japan, more than 64 million people
have accessed to different kinds of social media and other digital mediums. As per the NHK
Survey 2015, viewers of TV and readers of newspapers have been decreased and due to
increasing number of millennials, usage of social media and other platforms has seen positive
growth. Smartphones and the cheap mobile data is the biggest factor for enhancing the demand
of non-traditional advertisement mediums. Apart from millennials, smartphone penetration and
the usage of social media is also increasing the other age group segments due to its popularity
(Donovan, et. al., 2015).
With the analysis of internal and external business environment, outcomes of HRDNI say that
there are various threats linked with the traditional media mix. It has also been identified that the
whole external environment is favourable for CreativeInsight as they have recently planned to
move towards digital mediums of advertisement in order to enhance their performance.
Human resources act as the essential role in terms of adaptation of new technologies along with
determining the needs and demands of the target audience as per the changing business
environment. Human resource also act important element for the adaptation of change and they
have appropriate knowledge and experience through which effective training interventions could
be designed, assessed along with making it as per the gaps identified. Thus, employees’
performance could easily be enhanced along with dealing with the employees’ behaviour to deal
with the new business orientation (Tolan, 2016).