Contemporary Management Capabilities: Peer Coaching Plan - MGT811

This report presents a peer coaching plan for Abercrombie & Fitch, analyzing contemporary management capabilities within the company. The plan, developed in consultation with a manager, focuses on identifying areas for improvement in leadership skills, including both soft and hard skills. The report outlines short, medium, and long-term goals for the plan's implementation, referencing applicable theories such as the skill-based theory of leadership and David Burkus' skill theory. Recommendations are provided to enhance organizational performance, focusing on communication, problem-solving abilities, and the development of technical and human skills. The conclusion emphasizes the importance of a well-structured peer coaching plan in fostering synergy, improving crisis-management capabilities, and ultimately enhancing the company's overall performance and image.

Running head: CONTEMPORARY MANAGEMENT CAPABILITIES
Contemporary management capabilities
Name

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Contemporary management capabilities
Executive summary
The company named as Abercrombie and Fitch considered in this paper. First of all, the
introduction is given. After this, there is a description of a plan. The valuable insights are
provided in consultation with the manager to examine the skills and capabilities of the
organization. the study presents a peer coaching plan that highlights the major field where the
company needs to stress upon Various applicable theories are explained like skill based theory
of leadership, skill theory- David-Burkus. In the last recommendation are drawn and the
conclusion is given.

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Contents
Introduction................................................................................................................................... 4
Description of the plan....................................................................................................................4
Consultation with a manager........................................................................................................4
Goals of the plan.......................................................................................................................... 5
Applicable theories.....................................................................................................................5
Recommendations.......................................................................................................................... 6
Conclusion.................................................................................................................................... 6
References..................................................................................................................................... 7

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Introduction
The company considered in this paper is named as Abercrombie and Fitch. In 2006 the CEO of
the considered organization Mike Jeffries in an interview commented on the clothing of kids. His
comments were interpreted as that the retail chain`s clothes are for cool kids only. By his words,
he only received the negative attention from both the media and the public. He did not apologize
for his statement so he faced strong criticism from every quarter. In 2013 an Abercrombie
shareholder wrote a descriptive letter to the board of the company for replacement of the Jeffries
as the CEO. So the Company replaced Jeffries as CEO. Therefore the aim of this paper is to
prepare a peer coaching plan in collaboration with the manager so as to identify lacunae in the
working of the organization. The peer coaching plan is a collective work of two or more
colleagues (Robert, Fulmer, & Brock, 2014). The aim of the paper can be achieved by good peer
coaching plan. The scope of the plan includes soft and hard skills, critical self-reflection,
intellectuality among employees, etc. It also includes problem-solving abilities, maintaining the
teamwork and management of self and others in the workplace. This paper would not cover
diversity management, knowledge management and other associated fields as these are out of the
scope of this study
Description of the plan
Consultation with a manager: The plan of the paper includes preparation of peer coaching
plan, as mentioned above. People or a group of people co-plan their respective work so as to gain
better insights regarding the nature of the organization (Grant & hartley, 2013). Soft skills
include personality development, communication skills, conference management, preventing
negative attention or controversy, etc. Communication skills of the CEO must be good that are
familiar with the other employers and employees. Good communication enhances the company’s
outcome as it improves the abilities of the organization to deal with such controversies in a better
manner as far as media is concerned. Nowadays digital communication is very popular that can
be very helpful in this regard.
Many surveys show that a lack of good communication between the CEO and their employers
are harmful to the company as a whole. Better communication motivates the confidential level of
organizational employers and their employees (Grover & Furnham, 2016). Seminar and webinars

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can also be used as a communication method that can be helpful for distance-based
communication and handling contingencies. With the help of seminars, there can be a two-way
interaction between the CEO and other employees that will improve the problem-solving abilities
of the employers as well as employees. In addition to this, low tier employees can direct contact
with their senior level employers by the means of digital communication (hagen, 2017). All the
stakeholders should have the good sound capability so that they can solve day to day problem.
Good basic knowledge of technology helps employers and their employees in their performance
at the working place.
Goals of the plan
Short term goals-
 increasing participation of relevant stakeholders
 provide better insights about the nature of organization
 presenting a good peer coaching plan
Medium term goals
 Boosting the sentiments of investors
 Improving skills and personality development
 Synergized work culture
Long term goals
 Increasing annual revenue growth rate
 Increasing the base of loyal customers
Applicable theories
According to skill based theory of leadership, a leader is selected from a peer and that person
has a decision-making capability. A leader should be reliable, accountable, honest and loyal to
the company. A good leader is essential as he is the first contact point in case of crises.
Leadership skills enhance resilience against contingencies and vulnerabilities. According to this
David Burkus, a leader should have three skills that include human resource management,
technical and conceptual skills. These skills enhance the organizational performance and help
attain long-time vision and mission of the company (friedman, 2010). The leader should have the

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above-mentioned skill so that he can act prudently in case of crisis. Technical skills entail
proficiency in a particular skill as far as technology is concerned. Human skill entails a leader
can work in a group of people and manage them effectively. There are five components of
effective leadership that include experience, ability, attributes of the leader, leadership skills and
surrounding environment. This skill theory stresses more on the skills acquired or learned by the
individual in course of his life rather than on traits inherited by birth. This skill theory is not
effective in predictive ability. Effectiveness of leadership depends on the attributes of the leader,
on their experience and the surrounding environment. Some of the motivational and cognitive
abilities are also included in this theory.
Recommendations
The peer coaching plan should be there so that two or more people can achieve synergy and
coordination in their working. The peer action plan should prioritize the abilities, skills and the
attributes of the persons associated with concerned organization (Tassabehji, 2015). Group
discussion can also be recommended that enhances the assessment level regarding the overall
and day to day functions of the organization. Good communication between the senior level of
the person and their other employees increases productivity and efficiency. The confidence level
in the employees is boosted and it has been shown that motivated employees work more
confidently and nicely. Good technical knowledge of a leader is also an important aspect of
running a successful business (Staff, 2019). The Leader should have an excellent problem-
solving ability. The leader should act as a role model in the working environment. All these
things improve the company’s image globally.
Conclusion
It can be concluded from the above discussion that the peer action plan is very much important.
As highlighted in the points above, peer action plan makes a group of persons work together. The
peer action plan will throw the light on the skills required and currently imbibed by the
organization. Soft skill and hard skills are necessary to increase crisis-managing ability as a

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whole (Parker, T, E, & Kram, 2010). The hard and soft skills help assess the need of the
organization on priority bases. Thus the communication with the manager in this regard and
preparing paper coaching plan become utmost important.
References
Friedman, s. D. (2010). How to Cultivate a Peer Coaching Network. Harvard Business Review,
43-53.
Grant, A. M., & hartley, M. (2013). Developing the leader as coach: insights, strategies and tips
for embedding coaching skills in the workplace. Coaching: An International Journal of
Theory, Research and Practice, 23-34.
Grover, S., & Furnham, A. (2016). Coaching as a Developmental Intervention in Organisations:
A Systematic Review of Its Effectiveness and the Mechanisms Underlying It. PLoS One,
33-40.
hagen, M. s. (2017). The nature of peer coaching: definitions, goals, processes and outcomes.
emeraldinsight, 26-32.
Parker, P., T, D., E, H. a., & Kram. (2010). Peer Coaching: A Relational Process for
Accelerating Career LearningPeer Coaching: A Relational Process for Accelerating
Career Learning. Academy of Management Learning & Education, 18-24.
Robert, D., Fulmer, M., & Brock, J. E. (2014). Developing Peer Coaching. graziadio business
review, 10-15.
Staff, A. (2019). A Game Plan for Peer Coaching. association for talent developer, 34-46.
Tassabehji, R. (2015). How Peer Coaching Boosts Teams and Businesses. business 2 community,
14-19.

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Appendices