Organizational Effectiveness

Running Head: Organizational Effectiveness
Organizational
Effectiveness

Organizational Effectiveness
Contents
1-1 Introduction to systemic approach to coaching organisational cultures.....................2
1-1.1 Framework for coaching individuals is developed...............................................2
1-1.1.1 OSKAR Model......................................................................................... 2
1-1.1.2 GROW Model.......................................................................................... 3
1-1.1.3 CLEAR Model......................................................................................... 4
1-1.2 Capacity for emotional expression is developed.................................................5
1-1.2.1 Basic Model............................................................................................ 5
1-1.2.2 Appraisal Model....................................................................................... 5
1-1.2.3 Psychological Construction Model..............................................................5
1-1.2.4 Social Construction Model.........................................................................6
1-1.3 An expanded view of trust theory is explored to increase the capacity to build
relationships.......................................................................................................... 6
1-1.3.1 Theories of Interpersonal Trust..................................................................6
1-1.3.2 Violation of Trust Levels............................................................................8
1-1.4 Core coaching skills i.e. listening, inquiring, feedback and courageous conversations
are developed....................................................................................................... 8
1-1.5 Coaching through expanded peer coaching and performance review is practised..12
1-1.6 The theory of intra and interpersonal awareness is applied to develop a coaching
approach as a way to unlock talent, leverage leadership and performance...................13
1-1.7 Psychological approaches are selected and applied through the engagement with
relevant theory and practice..................................................................................13
1-1.8 The concepts of adult development theory to coaching are applied.....................16
1-2 Conclusion................................................................................................... 17
1-3 References...................................................................................................... 18
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Organizational Effectiveness
1-1Introduction to systemic approach to coaching organisational cultures
In today’s scenario coaching has become a vital part in organizations. It helps the
employees in achieving the organisational objectives and also in developing the
leadership quality. A proper coaching results in the satisfied and motivated workforce
in the organisation.
Business coaching is really necessary to facilitate overall growth of the organisation.
A proper and systematic coaching helps the team leaders in understanding their
team more deeply and properly. Ultimately, this makes the task of getting the work
done of managers and team leaders easy.
Business coaching is often considered to be better over the famous
psychotherapeutic approaches to understand and help the person in getting out of
the area of discomfort or difficult situations.
1-1.1 Framework for coaching individuals is developed
There are frameworks used for training and mentoring the managers for motivating
their team and getting the work done efficiently and effectively. There are models like
OSKAR, GROW and CLEAR which assist the managers in mentoring their teams.
Overall, a motivated team always performs better and provides a satisfactory result
in terms of productivity.
1-1.1.1 OSKAR Model
There was a model given by Karen Whittleworth and Andrew Gilbert in the
year 2002. This model is popularly known as OSKAR Model which is an
improved and enhanced version of GROW model formed in 1990s. This
framework helps the managers in developing an effective coaching style
which have a great impact on the team motivation. OSKAR Framework is
the model which aids in finding a solution to the problem rather than only
pointing a problem in the organisation.
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Organizational Effectiveness
1-1.1.2 GROW Model
The GROW Model was originated in United Kingdom and was heavily used
during1990s. The contributors of this model include Graham Alexander, Alan Fine,
and Sir John Whitmore. This model is used for setting the organisational goals and
problem solving purposes. Mentor guides the team members in setting SMART
goals for each individual that meet the overall team’s objective and ultimately
maintains a checklist of all the individual goals. Then, mentor explains the mentees
about the hindrances in achieving those objectives, assist in setting benchmarks and
milestones for achieving the target goal and finally helps them to confirm that none of
his individual goal conflicts with the organisation’s objectives.
In short, the manager makes his team aware about the reality after which, individuals
evaluate the different options to perform the task in a better way to overcome all the
obstacles and perform the task efficiently.At the end, the mentor tells his mentees
about the tasks they would need to perform in future in a stipulated time period. In
this way, mentor sets a Will for his mentees (Milad, 2017: 65-84).
Figure-A Grow Model of Performance Coaching
3
Outcome
(The objectives
and primary
goal of the
coaching
session/meeting
is identified. It
could include an
issue or problem
too).
Scale
(The team
members are
asked to rate
themselves in
order to make
them know
about their own
situation or
problem in a
better manner).
Know-How
(These are the
skills,
qualifications,
knowledge,
traits and
attributes that
would enable
the team
member facing
the problem to
move ahead and
progress).
Affirm+Action
(Here, both the
mentor and the
mentee find out
what is actually
going well with
the mentee and
what more could
be done to
enhance his/her
performance
and resolve the
issue).
Review
(At this stage,
both the mentor
and the mentee
looks at the
actions taken by
the team for
improvement,
identifies what
has actually
improved and
then steps are
identified to
improve even
further).

Organizational Effectiveness
Source: (Researchgate, 2017)
1-1.1.3 CLEAR Model
The CLEAR model was the contribution of Professor of Leadership Peter
Hawkins. He developed this model in the early 1980’s. Earlier, in 1978 this
model was developed for supervision and then as an individual model in
1980’s. This model came into use for team coaching at a very later point of
time (Hawkins, 2017:83).
4
Listening
The mentor
listens to his
mentee with
empathy and tries
to understand his
situation
Contracting
The desired
outcomes and
ground rules for
team work are
established.
Review
Final stage where
mentor encourage
the feedback from
his mentees and
review the steps
covered throughout
the session
Exploring
The mentor assists
the mentee to
understand how the
situation is impacting
his own self and what
he could do to
overcome the
Action
At this stage the
mentor takes an extra
step to help mentee in
taking an additional
and forward step

Organizational Effectiveness
1-1.2 Capacity for emotional expression is developed
Emotion is a kind of feeling which is very important to manage the emotions
expressible through facial expressions. The emotional intelligent persons are able to
live their life with more ease as compared to once who are weak in handling their
emotions.
Emotional expressions refer to both verbal and non-verbal behaviours that are
displayed by an individual while carrying out a conversation. These behaviours could
be smiling, crying, laughing, sad, happy, awful etc. There are some disorders like
alexithymia, autism, hypomemia etc. which relates to emotional expression
deficiency.
The models that are developed to study these emotional expressions include Basic
Model, Appraisal Model, Psychological Construction Model and Social Construction
Model.
1-1.2.1 Basic Model
According to this model, the emotional expressions are expressed through various
facial expressions (smile, crying, angry etc.), behavirol expressions (Aggressive,
Assertive etc.) and physical responses (postural change, voice change etc.).It
evolved from the Charles Darwin’s “The Expression of Emotions in Man and
Animals”.
1-1.2.2 Appraisal Model
Appraisal Model says that appraisals of events as well as situations trigger the
emotions. For example, a person feels sad because he ended a relationship with the
loved one. In this case, the appraisal that is making him sad is the loss of someone
who could never get back to him (Roseman and Smith, 2001:3).
1-1.2.3 Psychological Construction Model
In a psychological Construction model, there are psychological processes like past
experiences, language etc. that results in the constructed emotion. The
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