High Performance Work Culture: Coaching, Mentoring, and Management Development

This presentation discusses the importance of coaching, mentoring, and management development in building a high performance work culture. It evaluates the relevance of various quotes and explores theories, techniques, and culture barriers to coaching and mentoring. The presentation also provides an overview of management development and its benefits.

Individual PowerPoint Presentation
Paper with Notes on High Performance
Work Culture

Table of contents
 Introduction
 Critical evaluation of the quotations and assess their relevance in high-
performance work culture
 Evaluate the management development programme
 Theories of coaching and mentoring
 Culture barriers of Coaching and Mentoring
 Coaching and mentoring techniques
 Conclusion
 References

Introduction
Work culture can be defined as the personality of a company. It is
a collection of beliefs and behaviours that creates an atmosphere
of the working place. A healthy workplace culture align the
behaviour of the employees and policies of the company with the
organisational goals. Leaders can play an important role in
influencing the culture of the firm. They can bring quality and
safety in the working environment.

Critical evaluation of the quotations and assess their
relevance in high-performance work culture
High performance work culture can be defined as a system in which the employees are highly motivated, productive,
feel support of their seniors and believes in the concept of leadership positively. In this culture, the firm hold all the
resources which it requires to accomplish its desired goals.
Features of the High performance work culture:
 Trust
 Communication
 Strong Leaders
 Engaged employees
 Adaptation to change

Continued…
 One of the quote provided by Anita Roddick provides that, a leader has to work according to the desires of
its followers because people gets motivated when a leader guide them by using their own powers and when
the heroes are made out of the employees only.
 According to Steve jobs, Leadership is not an easy task. Leaders had to push great people to perform even
better.
 As per McKinsey, Management Consultants, it takes time and efforts to shift the culture of the
organisation but the change in the behaviour of the leaders is visible right from the beginning.

Evaluate the management development programme
Management development can be defined as a systematic
process of creating effective and efficient managers. In this
process, individuals attain and apply skills , knowledge and
positive attitude of manager and workers effectively. In simple
words, it is a planned activity in which a manager tries to help
itself in enhancing its competencies for present and for
managing future responsibilities with hope to get promoted
ahead.

Theories of coaching and mentoring
The theories of coaching and mentoring provides a way to the mentors to guide its men-tees so that they can
coach them efficiently. There are various theories of coaching and mentoring which Tesco can adopt to train its
employees.
 Bigg's Presage-Process-Product Model
 Behaviour based approach
 The Grow Model

Culture barriers of Coaching and Mentoring
Coaching is one of the most important task in developing organisational learning. But there is difference
between its theory and its implication because Tesco can have to face a struggle in creating a supportive
culture for coaching. Here are the various barriers to coaching and mentoring.
 Insufficient leadership from the higher authorities
 Time constraint

Coaching and mentoring techniques
There are various techniques which the leaders of Tesco can adopt to develop the competencies of the
employees. Two of these techniques are discussed below:
 Training- The leaders of Tesco can give on the job training to its employees by analysing their perform
while doing any task. They can also make them learn new things by assigning them new job along with
their existing work.
 Feedback- - In this method, the leaders of the Tesco can ask various questions from the employees
where the staff members would express their experiences, problems they are facing or they can face in
future.

Conclusion
It can be concluded form the above PPT that the coaching and mentoring is very important for any
organisation to build the required competencies in the employees so that it can take the advantage of its
members to combat the competition prevailing in the market. This helps in building high-performance work
culture in the company. As quoted by various authors, this culture can be made by the efforts of the leaders
only.

References
 Altinay, F. and et. al., 2020. The Role of Mentoring and Coaching in Managerial Capacity
Development. Postmodern Openings/Deschideri Postmoderne. 11.
 Buchanan, D.A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
 Cockburn-Evans, J., 2021. Coaching for Cultural Transformation: Staying Competitive in
Changing En vironments. McGraw-Hill Education (UK).
 Louis, D. and Diochon, P.F., 2019. Complex situations in coaching: A critical case-based
approach. Routledge.
 McCarty, P. and Wertheim, E.G., 2020. Peer Coaching and Peer Feedback: Two Models for
Enhancing Student Development. Business Education Innovation Journal. 12(1).
 Stein Jr, A. and Sternfeld, J., 2019. Raise Your Game: High-performance Secrets from the Best
of the Best. Hachette UK.

Thank You