Leadership Management for High Performance Work Culture and Coaching Techniques - Desklib

This presentation focuses on the importance of leadership management for high performance work culture and coaching techniques for employee development. It discusses DPD Group's commitment to corporate social responsibility and their value of high performance work culture. The presentation also provides insights on coaching techniques and mentoring programs for employee growth.

Leadership Management

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Table of content involves entire content we covers in entire presentation.

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It is important for organisation as it helps in communicating and defining the clear vision
to employees. Leaders have few skills that helps in bringing out the best abilities in team
member and motivate them to share the common goal in effective and efficient manner.
Leadership plays an important role in gaining the success of Company and also focus on
coordinating the personal actions of staff for advancement of objectives and goals of business. It
is a continuous process which provide guidance to employees and monitor their performance for
improving career growth (Ballesté and et. al, 2021). The PowerPoint presentation is based on
leadership management in which the value of high performance work culture to organisation and
techniques for coaching and mentoring that can be used by company for developing their staff.
The chosen organisation for this report is DPD group, it is an international parcel delivery
service provider that is based in France and operates their services worldwide. DPD Group is
also committed towards the corporate social responsibility as they focus on providing carbon

neutral deliveries, they also implemented smart urban delivery initiative. Company has also
launched programme for measuring the air quality of its vans and pickup points by sensors.

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DPD group provides information transparency while conducting business activities and
compliance with legislation and rules. Organisation prefers high performance work culture as
employee can work well and give their productive outcomes in accomplishing the goals and
objectives of business. DPD group looks for a ways to cultivate the better culture of company so
that staff may not leave dissatisfied. The bad reviews of employees creates a huge impact on the
profitability and growth of business (Moon, Walmsley and Aposto lopoulos, 2018). Usually, ex-
staff leaves negative reviews such as unethical rules, bad working environment, toxic culture and
discouraging management that affects the goodwill of brand. The Culture of DPD group creates
foundation for future innovation. Value of high performance work culture is important in
organisation as it helps in attracting and retaining more ad more staff. By assessing the value of
DPD Group, workers can understand what and where the company stands for and what they are

expected from them. There are few shared values that helps in providing the better working
environment such as Innovation, transparency, creativity, diversity and collaboration. The
Culture of DPD Group focuses on promoting the innovation by supporting through technology,
rewards, process, technology, recruiting and leadership style so that they can create and sustain
innovation capability. Company also value risk taking and adopt leadership style that enable staff
to learn from mistakes and produce innovative ideas. DPD Group must encourages open
communication by involving their staff in decision making process and business activities. The
transparency in communication helps in building trust and support employees. Organisation must
encourage their employees to give their creative ideas and provide internal training in innovation
and creativity practices (Binagwaho, 2020). DPD Group must value diversity of experience and
thoughts as it helps in creating wide variety of perspectives and options. The managers of DPD
group develops collaborative working environment that helps in engaging employees through
which they can attract and increase the profitability of business. Organisational value is
important as it helps staff work towards the common purpose and set standards that can attract
customers and employees. Customers usually prefer companies that are based on values so that
they gain high quality services on proper time (Lancer, Clutterbuck and Megginson, 2016). The
high performance culture increases the profitability of company as hey prefer their employees for
the roles and task which they will performed. It encourages the idea generation by motivating
and engaging the staff to give productive output. In order to create high performance work
culture it is necessary to develop trust and respect among staff so that they can feel empowered
to take part in effective decision making process. The Organisation with high performance
culture helps in experiencing less employee turnover as they create positive working
environment where staff get engaged in their work and complete their task in effective way. High
performance culture develops employee well being, trust, emphasis on development,
communication and aligning the values. Staff working in an open and encouraging workplace
remain focused and get engaged at their work due to which they give their best efforts in
accomplishing the goals of DPD Group. There are few ways through which company can create
high performance work culture, they must make communication between managers and staff so
that they can readily meet the goals at team, organisational and individual level (Reynold and
McKimm, 2021). The manager of DPD Group must also understand the career and development
goals of workers as it helps in making better coach and know the learning opportunities that can

align with employee's career aspirations. DPD Group should set organisation value that matters
staff, it is necessary to align the company's value with staff. Organisation must focus on
prioritising the performance management as it allows the managers to improve employee
engagement. Managers of DPD Group focus on improving the performance of employee so that
they can develop their career growth. Company should also use goals to keep career
development in top priority. Generally when organisations focus on career development of staff,
they trust the manager and work with dedication. The High performance culture helps companies
and employees in order to improve their growth and performance. Organisational culture is
important as it defines the internal as well external identity of business. It also represents the way
of conducting business and determine how employees and customers perceives company. There
are few qualities of high performance culture as it embraces a change mindset so that they can
transform their way of working (Porfírio and et. al, 2021). It is essential to change the mindset
and behaviour of company that defines its culture. The Culture of DPD Group must define the
ability of an individual to grow and change. High performance culture lowers the turnover rate
of employees as they get comfortable with the working environment and enjoy the work. The
positive working culture of staff attracts more and more employees not to leave company as they
get good salary and enjoy the positive working environment of DPD Group. Organisation must
provide various benefits to their staff in order to attract and retain for long run. The high
performance culture also empower staff to make decisions and solve the problems in effective
and efficient manner. It motivates workers to take part in decision making process and give their
valuable suggestion that can improve the performance and efficiency of DPD Group. The leaders
and managers of organisation must create a sense of accountability which means every
individual perform their role and get appreciated for their contribution. High performance culture
focus on creating strategy for improving the performance and eliminating work overload. DPD
group must ensure that their employees must give best performance by measuring their progress
and efficiency. Company should focus on creating high performance culture as it helps in
increasing the growth and profit margin of delivery service. DPD Group must focus on clarifying
value and communicate with staff everyday so that they can know their work and contribute
overall success of business. They must also reinforce positive behaviour by rewarding employees
who represent the value of DPD Group as it enhances their motivation and morale level for
performing job in effective manner (Ipinazar and et. al, 2021). To reinforce it is necessary to

motivate staff so that they can work productively and make business more successful. DPD
Group must also collect feedback from employees in order to find how they are feeling about the
culture and the improvement required in organisation. The managers of DPD Group must create
a feedback culture by motivating their staff to give feedback correctly, take feedback seriously
and give chance to represent their thoughts and opinion. They must support employees so that
they can collectively work together and achieve the results. DPD Group should also focus on the
things that matters most for culture including room for growth, no favouritism, supportive
leadership, appreciation for job, sense of purpose and high level of transparency. DPG Group
also gain several benefits of high performance culture such as better employees attitude, better
working environment, great financial results, gain competitive advantage and gain better
cooperation inside and outside the business. By focusing on high performance culture helps in
increasing the productivity and also enjoys better reputation in Market.

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Through coaching DPD Group can make their employees learn rather than telling them.
The importance of coaching is that it enhances the performance and skills of individuals through
which they can perform well in DPD Group. Organisation can train their employees to think out
of box and align individual goal with business goal. There are various benefits of coaching which
can be gained by individual as they can increase the level of engagement and learn new things
while working (Kerrigan, 2018). Coaching also helps in building personal awareness by
conducting personal assessments and identifying the weakness and strength of employees. It is
necessary to boost the confidence level of staff by enhancing their personal as well as
professional growth. The workplace coaching helps in increasing the effectiveness of
employees, team and leadership. DPD Group must organise career development coaching
programme for their employees so that they can find sense of purpose in their work (Huang, Ma,
and Meng, 2018). The Career development programmes helps in lowering the overall attrition,

improves morale and motivation level, increase quality of work and achieves higher productivity.
Mentoring is a process of encouraging and supporting employees to manage their own learning
in order to develop skill and maximises their potential. The main purpose of mentoring is to
teach staff about the organisation and prevent them from making any professional mistakes.
Mentoring mainly focus on creating long term career growth of employees. It increases personal
growth, understanding, improves skills and knowledge. Mentoring is different from coaching as
mentors can use coaching skills whereas coaching generally focus on guiding employees with
their current performance (Sivakami and Samitha, 2018). Mentor help staff in their career and
improve their performance for achieving the goals and objectives of DPD Group. There are few
personality traits of good mentor such as empathetic, personable, encouraging, good listener,
honest and self aware. Mentors of DPD Group helps in providing clear understanding and
guidance of achieving goals of company. The benefits of mentoring to mentee is that they can
increase the self confidence, job satisfaction and self awareness of employees. Mentors also gain
benefits as they experience lower level of anxiety and explain their jobs more meaningful. The
self confidence, job satisfaction and communication skills of employees get increased.
Organisation also gain benefits by mentoring as it enhances the employee engagement, loyalty
and satisfaction level. Through mentorship DPD Group can share the knowledge and develop
strong company culture. The Successful mentorship programme helps in retaining the employees
and also boost their morale. Main responsibility of mentors is to assist staff in developing talents,
maintain objectivity, foster the sense of risk taking and encourage employees to resolve issues
directly with manager. The mentor of DPD Group also listen and acknowledge their workers
without undermining the manager's role. They mainly attend regular meetings with mentee and
provide feedback to mentee. Mentor also take relevant training in order to become better mentor
and guard against the exploitation of mentee by other parties (Pallawagau, 2021). The mentoring
programmes helps in developing corporate couture, procedures and process to support the
programmes. It also ensures that coaches and mentors must appreciate the roles and
responsibility for improving their professional development. In order to gain success while
organising mentoring programme it is essential to monitor and measure the effectiveness of
program.

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There are few coaching technique which must be used by DPD Group in order to
improve the performance and efficiency of employees they are as follows:

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The manager of DPD Group must focus on understanding the perspective of staff towards
the company so that they can make improvements and improve the efficiency of employees
(Buchanan and McCalman, 2018).

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Through coaching company can start thinking big picture and encourage employees to
discuss the ways through which they can achieve long term goals. The objectives and goals of
DPD Group must be created and communicated properly to employees so that they can focus on
achieving it in effective and efficient manner.
Ask for Feedback:
The coach of DPD Group must ask for feedback to their staff and focus on open ended
question so that they can clarify their doubts (Park, McLean and Yang, 2020). By asking for
feedback company can also make changes and improvement according to their perspective.
Managers and leaders also provide feedback to employees on their performance so that they can
learn from their mistakes and improve their confidence level.
Manage team disputes:
Manage team disputes is also a technique which must be used by DPD Group for
improving the performance and efficiency of staff while working. In organisation disputes occurs

between employees due to misunderstanding and miscommunication so it is necessary for coach
to handle and solve the conflicts between staff in order to create positive working environment.
The Conflicts in company create negative atmosphere which can also affect the productivity and
efficiency of staff as they get indulge in discussions and conflicts.

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The mentor of DPD Group focus on providing support to their staff and encourage them
to get success in workplace. There are various ways through which they can improve the
performance and grow through mentoring they re below:

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Manager must identify the leadership qualities among employees so that they can
ascertain whether they are suitable for leadership role.

Celebrate Diversity:
Celebrate diversity is another technique through which company can enhance the
performance and efficiency of staff. The Diverse workforce helps in attracting and retaining the
employees and they can also share their knowledge and opinion related to the operational
activities of DPD Group (Podolchak and et. al, 2019). The mentors of organisation must focus
on creating diversity environment as staff appreciates the diversity and understand, trust, support
and encourage the working environment of Organisation.

Notes-
There are various techniques of mentoring and coaching which helps in enhancing the
growth of individual in personal as professional career. The leaders of organisation plays an
important role in influencing and providing guidance to employees so that they can achieve their
goals and get successful in life. The mentors and coach also focus on improving the efficiency
and performance of staff so that they can collectively work together and achieve common goals.

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