BMS411: Leadership, Coaching & High Performance Work Culture

This presentation critically examines high-performance work culture, leadership's role, and the practical relevance of coaching and mentoring within organizations, specifically using Cadbury as a case study. It analyses quotations related to employee satisfaction and mentoring, emphasizing the importance of ongoing employee development, empowerment, and strong leadership in fostering a high-performance environment. The presentation also discusses the GROW model and other management development programs like coaching and mentoring and their potential to enhance employee performance and organizational culture. The conclusion highlights the significance of a positive work culture and the responsibility of leaders in creating such an environment to achieve individual and business goals. Desklib provides access to similar solved assignments.

HIGH
PERFORMANCE
WORK CULTURE

Table of Content
◦ Introduction
◦ Critique the quotations and analyse their relevancy in context to high performance work culture.
◦ Role of leadership in different development programmes
◦ Conclusion
◦ References

Introduction
◦ An organisation is developed to attain specific goals
and aspirations of business by bringing human
resources all together on a common place and
motivating them to offer their best level.
◦ As employees are the essential part of the company, it
is necessary for them to enjoy and develop a sense of
loyalty towards company.
◦ Hence, organisational culture plays a significant role
in extracting the best outcome from the employees
and making them to stay bit longer to the company.
◦ Work culture shows the personality of an organisation.
◦ This presentation is made on the Cadbury Company.

Critique the quotations and analyse their
relevancy in context to high performance
work culture
◦ An organisational culture can be understood as a set
of behaviours that shape how things will take place
in the company.
◦ It is all about how and why things get finished in a
business.
◦ While, a high performance culture can be defined as
a set of norms and attitudes that help an organisation
to accomplish high and best results.
◦ These set of beliefs and norms are established by
leaders and well informed and built through various
methods, ultimately changing the perceptions,
understanding and behaviours of employees.

Continue
◦ On-going development: In order to create a high-performance work culture, a leader need to identify the development
needs and solutions to it to support continuous development and learning
◦ Empowered and engaged employees: Company with high-performance work culture put their monetary value where
their mouth is when the point comes to the employees empowerment.
◦ Strong leaders: A culture is set by a leader of a company. When a leader works hard for the company and delivers a
positive impact by their actions or behaviours to meet the desired results will encourage and inspire followers to do the
same in the business.

Role of leadership in different development
programmes
◦ The development of management is meant by a
process in which leaders working at various levels,
educate and enhance their abilities, skills,
capabilities and knowledge for enhancing their
performance of employee and company.
◦ In respect of Cadbury, the company can develop
various strategies for their employees.
◦ Some of them are as follows:
◦ Coaching
◦ Mentoring

Continue
◦ Coaching: It relates with a capacity development
process in which a person or a group of person
learns to enhances their performances with the help
of seminars, workshops and many more similar
activities.
◦ Mentoring: It relates with a human development
activity in an individual names as a mentor have a
good amount of knowledge and expertise share it
with mentee who has less knowledge to assist him
or her out in the career development, improving
productivity, improving self-esteem and many more.

GROW model
◦ It is a model of coaching used in meetings,
conversations and regular leaderships to unlock
potential and opportunities.
◦ It was announced by Sir John Whitmore.
◦ It is used to resolve problems, establishing goals and
improving performance.
◦ It is topmost tool of leadership that works
throughout the cultures and disciplines.
◦ It helps to attain success individually or as a group.

Conclusion
◦ On the basis of above discussion, it is concluded that high-performance work culture is important for an employee as
well as for an employee to reach the ultimate goal.
◦ Leaders and supervisors are responsible to create a positive and high-performance work culture.
◦ Coaching and mentoring are effective development programmes that helps team members to develop skills and
knowledge to reach their individual and overall goals of business.

References
◦ Gallos, J.V. and Bolman, L.G., 2021. Reframing academic leadership. John wiley & sons.
◦ Guhr, N., Lebek, B. and Breitner, M.H., 2019. The impact of leadership on employees' intended information security
behaviour: An examination of the full‐range leadership theory. Information Systems Journal, 29(2), pp.340-362.
◦ Wesche, J.S. and Sonderegger, A., 2019. When computers take the lead: The automation of leadership. Computers in
human Behavior, 101, pp.197-209.
◦ Zhu, J. and et.al., 2019. Visualizing the landscape and evolution of leadership research. The Leadership Quarterly, 30(2),
pp.215-232.
◦ Colton, T. and Tucker, R.C., 2019. Patterns in Post-Soviet Leadership. Routledge.
◦ Garvey, B., Garvey, R. and Stokes, P., 2021. Coaching and mentoring: Theory and practice. Sage.
◦ Oades, L., Siokou, C.L. and Slemp, G., 2019. Coaching and mentoring research: A practical guide. Sage.Walker, L., 2019.
Coaching during late career reinvention: The Discovering Model. International Journal of Evidence Based Coaching &
Mentoring, 17.

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