Leading People: High Performance Work Culture and Mentoring Techniques in the Retail Industry

This presentation discusses the features of high performance work culture and its impact on operations and practice in the retail industry. It explores the role of leadership, accountability, empowerment, and mentoring using emotional intelligence. The presentation also highlights the barriers to coaching and mentoring and emphasizes the importance of creating a high performance working culture.

Leading people

Table of Content
Introduction
Feature of high performance work culture and impact on operations
practice:
Explanation of the ways roles and responsibilities of marketing are
related to wider context of organisation
Accountability
Empowerment &authority
Theories of mentoring/coaching using emotional intelligence.
Barriers to coaching and mentoring
Conclusion
References

Introduction
High performance working culture consist of a physical or a virtual
environment that is defined in a way to enhance efficiency of workers in
support with business objectives and providing higher value. Present
report is based on assessment of of high performance working culture
and mentoring techniques in case of retail industry of UK.

Feature of high performance work culture
and impact on operations & practice:
High performance working culture in organisations
is focussed on achievement of higher levels of
performance and consistent results with time.
Development of a high predominance working
culture is a major goal for any organisations as it
results in understand of difference between growth
and stagnation.

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Strong leaders: leadership is regarded as a foundation on which
performance of a team is built. Leaders are setting tone,
communication of goals and then impacting employee performance in
different ways. Engaged and empowered employees: The high
performance working culture consist of those individuals who are
having ability to make key decision that is leading towards high
engagement

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Continuous learning: High performance working culture is recognized with
focus on up-gradation of skills & knowledge to sustain long term performance.
Openness to change: High performance culture is not immune to a constant
change.
Role of leadership: High performance workplace is where leaders are
communicating on a regular basis with all their subordinates that is providing
direction on what activities have to be completed.

Effective performance management
processes:
Effective process of performance management
is divided in four basic categories that includes
four basic stages. According to Gallup state of
American workplace study there are only 22
percent employees who are part of thriving and
engaging.

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Planning: It is the first step where there is defining of
the job itself with a comprehensive description of
short and long term goals.
Coaching: After the parameter of job have been set in
next step the process of performance management
begin.
Reviewing: At this stage there s review of employee
performance at end of permanence management cycle
where there is performance appraisal.

Accountability:
In TESCO organization accountability is related to defining all the
mission values and goals of organization It is related to holding of
employees & executives who are responsible to ensure that all
assignment are completed and decisions are timely made to deliver the
expectations.

Empowerment &authority:
Empowerment is providing delegation of authority or
power, permission, entablement and giving an ability.
It is based on a belief that employees posse abilities
and willingness to assume more responsibility. In
TESCO empowerment is providing employees with
high responsibility and authority to take care of
customer needs and influence all the decisions.

Leadership capability
Leadership capability is regarded as thinking way and subsequently
behaving. It is related to ability of development sense to set a vision,
engagement, inspiring teach and direct others. In case of competitive
market there is high demand for people, business and resources. In TESCO
and other such retail organization like Sainsbury's, Morrison's leaders are
playing a very critical and crucial role in maximization of individual,
groups and ultimately is reflected in higher organization performance.

Leadership behavior & styles
Leadership style is one of dominant factors that is affecting
employee behaviour and attitude with organisation commitment.
Leadership is the capacity to affect the employee behaviour,
employee decision, goal recognition and working with zeal and
confidence.

Leadership styles:
There are many leadership styles that can be used in organizations
according to suitability. Leadership styles is regarded as a leaders
approach to provide direction, motivate employees and implement plans.
There are three basic leadership styles that are commonly used in
organization for purpose of managing and leading of employees.

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Authoritarian styles of leadership: A leader is
adopting authoritarian styles that is dictating procedures
and policy to further guide the work done by employees.
There is no seeking of employee opinion for different
decisions that are to be taken in the course of
organization' functioning. In TESCO this leadership
style leads to lower creativity as employees are not
willing to enhance their contribution level.

Goal setting strategies
According to views of Locke 2019, In every individual life there is process of selection
of goals to pursue and remain passive. It is based on a premise of consist that is
affecting cations and human behaviour is purposeful actions that are regulated by
individual goals. TECSO Has been able to expand across 2200 stores in world that
consist of hypermarkets and TESCO express for meeting customer needs. They are
offering alternative services and goods such as banking, insurance and online
shopping. On TESCO there are basic five factors that is part of goal setting strategies:

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Commitment: There has to be attachment with the overall goal of
organisation.
Clarity: Specific goals have to be put in direct course.
Challenging: Goals can be challenging but must be attainable.
Task complexity: According to views of Miner, 2005 There are complex
tasks can lead to muting of goal setting impacts.
Feedback: Goal setting can be effective as it assist in determination of degree
up to which goals are met and overall level of progress.

Theories of mentoring/coaching using
emotional intelligence.
Emotional intelligence is creation of awareness of ability to regulate emotions and tune
wit others, this term was coined by Michael Beldoch in Cornell university in 1964. The
model of emotional intelligence was developed by John Mayer & Peter Salovey. There are
certain theories of mentoring that is assisting employees in expanding their understand of
industry and company to enhance their productivity level. Mentoring styles consist of top
down advising by putting of mentees and mentors on similar grounds.

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Long term top down mentoring:
Top down mentoring is regarded as executive mentoring
that is a effective process to improve industry knowledge
and skills.
Short term training based mentoring:
Some organisations are organizing in house training
sessions so that there can be attending of industry
specific training seminars for assisting me in learning of
new technologies,improvement of practises and coming
with new business strategies.

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Peer mentoring:
peer mentoring is when experience employees are
working and advising new corner and less experienced
workers where both are having similar role,
responsibilities and titles.
Reverse mentoring:
Reverse mentoring consist of practise and theory that
is encouraging senior employees in TESCO to mentor
their supervisor and managers.

Barriers to coaching and mentoring
Coaching is vital prat of learning and development in retail organisational like
TESCO. It consist of lot of advantages coaching at workplace can lead to a culture of
high empowerment, innovation and inclusive environment to value strength of
employees to find solutions.
 Lack of leadership
 Lack of understand
 Time to learn & practise
 Complicated techniques

Conclusion
From above mentioned aspects it can be summarized that there are different
aspects that are part of high performance working culture, it includes strong
leadership, continuous process of learning & development with empowered
workforce ho posses higher level of engagements.

References
Hicks, D., 2018. Leading with dignity: How to create a culture that
brings out the best in people. Yale University Press.
Clack, L., 2020. Leading Positive Change. In New Horizons in
Positive Leadership and Change (pp. 175-188). Springer, Cham.
Kent, E., 2019. Leading urban change with people powered public
spaces. The history, and new directions, of the Placemaking
movement. The Journal of Public Space, 4(1), pp.127-134.

Thank You