High Performance Work Culture: Leadership, Coaching, and Mentoring

This report delves into the concept of high-performance work culture, emphasizing its significance in achieving organizational goals. It examines the characteristics of such a culture, highlighting the importance of a positive and healthy workplace environment, and the role of strong leadership in motivating employees. The report uses Marks and Spencer as a case study, analyzing the company's approach to fostering a high-performance culture. It explores various leadership strategies, including employee empowerment and engagement, and discusses the impact of management development programs like coaching and mentoring. The GROW and CLEAR models are presented as effective frameworks for coaching and mentoring, respectively. The report concludes by assessing the impact of these practices on organizational culture and staff development, emphasizing their contribution to improved employee performance, increased knowledge and skills, and ultimately, the successful attainment of organizational objectives. The report also includes an analysis of the impact of mentoring and coaching practices and provides conclusions based on the discussed points.

HIGH PERFORMANCE WORK
CULTURE

Contents
INTRODUCTION...........................................................................................................................3
High performance working culture:.................................................................................................3
Characteristics of high performance working culture:...........................................................3
Effective leadership contribute:..............................................................................................4
Management development programmes:.........................................................................................5
Coaching model:.....................................................................................................................5
Mentoring model:...................................................................................................................6
Impact on organisational culture & staff development process.............................................7
CONCLUSION................................................................................................................................8
REFERENCE...................................................................................................................................9

INTRODUCTION
High performance working culture tends to successfully attainment of organisational goal.
For this it is important to maintain positive and healthy workplace environment. As it motivates
employees to conduct practices in efficient and effective manner for the accomplishment of
organisational goal. The following presentation is based on Marks and Spencer firm. This
company is dealing with fashion retail sector and offers high quality services or products to
consumers. This company was founded by Michael marks and Thomas spencer in 1884. The
presentation includes discussion about high performance working culture along with its
characteristics. Different modes of effective leadership has been assessed. In addition, various
management development programme has been also analysed. Models of monitoring and
coaching is discussed. Lastly, impacts on organisational culture and employee development
process is depicted.
High performance working culture:
High working performance can be defined as a norms or behaviour that is set by the entities
of company for achieving the predefined goal in effective manner. The respective company need
to create and maintain high performance working environment culture for the successful
execution of all planned strategies and tactics. With the help of this, overall efficiency and
capabilities of employee will enhanced and they got motivation to perform the assigned roles/
task in significant manner. High performance working culture creates competitive working
environment among staff members and for competing that competition they use their full
potential and ability. For the same, company need to formulate clear, oriented and measurable
objective that help in improving the overall performance and operation efficiency of corporation.
Characteristics of high performance working culture:
High performance working culture supports corporation to compete with competitive
edge and gives strength to accept all challenging and complex task to attain all predefined
objective. It is important for subordinates of company to motivate their employees on continuous
basis for improving their performance and enhancing efficiency. So that they will perform their
task in effective manner. Various characteristics of high performance working culture are as
follows:

Strong leaders: leaders within firm plays vital roles as they motivates their team mates
and boost up their energy level for performing the task in significant manner. Also encourage
them for well performance and this helps them to create high working performance culture.
Empowered and engaged employees: High, positive and healthy working environment
could only be possible with the help of employees as they are the responsible to complete their
task in effective manner. For which it is necessary that marks and spencer empower their
employees and engage them by assigning their roles, task and responsibility for creating high
working culture.
Flexible to change: It is important to opt changes within operation for gaining
competitive advantage & for this, it is essential that employees of company are flexible towards
adopting of changes management. This puts huge impacts on overall performance of staff, if they
are not openness to changes. Openness to changes offers opportunity to gain innovative ideas to
conduct business significantly.
Effective leadership contribute:
Leaders plays significant roles within company as they motivate and lead their team mates
for the accomplishment of common goal. It is important for organisation to address strong and
effective leader who have potential to lead their members and effectively instruct them to about
task and roles as well as show them right direction for successful implementation of task or goal.
Number of ways are available by which leaders can contribute towards high working culture and
some of are as follow:
 Leaders of respective company motivate their team mates in order to increase their
overall working efficiency and carry out some practices as per business requirements.
Encouragement, performance appraisal also motivate employees to effectively
performing business activities.
 Leaders are those individual who provides instruction and guidance to workers in order to
perform the task in successful manner. They lead them to follow the right path and avoid
all uncertainties which can affects their performance. Therefore, all these performance
improvement factors assist them to create the high working culture environment.

Management development programmes:
Within an organisation, it is crucial to conduct effective development programme as these
are required to increase the performance level of business unit. Management development
program assist employees and provides them right direction to reach the goal in significant
manner. This majorly influences the capability, skills and ability of an individual and that is vital
to opt some innovative techniques and tool. It can be defined as a programme that strong the
relationship among mangers of all level. There are several management development
programmes. Few are as follows:
Coaching: The term coaching refers to providing instruction and guidance in specific
topic to learner. It is a technique by which an individual gather information and knowledge
related with the different concepts. Likewise, leaders of company providing coaching to their
employees for improving their efficiency and knowledge in specific field. So the respective
company need to consider this coaching practices as a manageget development program because
this helps them to devise right strategies and take appropriate decision for the betterment of
company and their workforce. Such programs creates training and learning environments for
employees.
Mentoring: Mentoring refers to those programs or practices which encourage individual
and assist them for maximizing their working potential with high efficiency. It helps employees
in choosing right direction for performing the task and business practices so that the desired goal
will be achieved. Respective company will able to increase the performance of employees by
conducting such types of mentoring programmes. Also this programme will helps mentors to
analyse the performance and strength of their employees towards assigned task and them helps
then to combat with their weakness. This majorly improves their working efficiency and helps
them to achieve their pre-defined goal.
Coaching model:
GROW model is one which is consider as the most effective coaching tool that is used in
conversation, meeting and in day leadership to unlock several possibilities and abilities. This
models is most famous for resolving problems goal setting and for performance improvement. It
mainly includes four stages and that are discussed below:

Goal setting: This is the primary stage of GROW model, in which leaders and
employees of company set the goal as per their requirements. Therefore in context of M&S their
leaders assist employee to formulate SMART objective.
Reality: This is next step of GROW model, in which leaders monitor and track their
employees as per current condition. It is considered as the most effective step as without
knowing the performance of employees it won’t be able to develop them. With relevance to
M&S, entities need to understand the current situation of employees and formulate strategies
accordingly.
Option: This is third step of GROW model, in this leders explore all those option which
helps them to attain organisational goal. In case of M&S they seeks to all that option which helps
them to move forward for attaining goal.
Way: This is the last step of GROW model of assessing the requirement of training
programme. M&S decide to offer desired training programme and helps them to attain high
performance within workplace.
Mentoring model:
CLEAR framework is used to attaining high workplace performance. This mainly focuses
on requirements of mentoring as per current situation related with competitive business
atmosphere in order to promote staff development. It includes five stage and all are as follows:
Contract: With relevance to marks and spencer, their manger have to clarify the usual
scope of programme and mentioned all that process of mentoring which would help them to
avoid misunderstanding and confusion.
Listen: It has been found that is important step as it permits to manager of company to
challenge their own beginnings and motivating environments. Further, it motivates and guide the
instruction to employees in direction of particular topic.
Explore: With the help of this step, entities of M&S will able to create an emotional
relationship with the changing behaviour.
Action: Respective Company will able to make and lead the path for their employees
with the assistance of this step as well as by acquiring all options which affects them in
professional or personal manner.
Review: In this stage, M&S track the progress of employees by taking feedback. Further,
this is important to measure the gap between progress and predefined goal.

Impact on organisational culture & staff development process
Mentoring and coaching practices have major influences on overall performance and
efficiency of employees and their development process. Therefore, it is necessary for marks and
spencer to analyse and assess the impacts of management development programme for
performing all function and operation of firm in appropriate manner. Working culture of business
unit also affects and influence over development process of staff. It affects the overall
performance and working efficiency of individual by which they will effectively perform their
assigned task/ role in significant and effective way for the accomplishment of organisational
goal. Impacts of coaching and mentoring on staff development process with relevance to Marks
and Spencer Company are as follow:
Coaching impact: Coaching practices plays an essential roles in the development of staff
performance and efficiency as it effectively increase the knowledge, skills and experiences of an
individual towards different aspects. This is vital to opting advancement in technologies and new
techniques for competing with other competitors of market. Through effective coaching
programs, M&S will able to improve staff development performance. With assistance of this
employee gain depth and huge knowledge that are needed to reach the goal. Coaching practices
are similar to classroom practices as there is learning environment and encourages learners to
effectively perform all task and gain knowledge that is provided by the coach. For instance the
coach of M&S guides their employees and instruct them about how to conduct and use specific
machines or operation for manufacturing specific product. Also this creates positive and friendly
environment so that employees will easily communicate & ask their queries with their coach
without creating any gap and hesitation. This creates staff engagement practices for conducting
business activities in effective and efficient way. Through coaching practices, employees get
information and knowledge about various concepts that helps them to gain growth and
development.
Mentoring impact: Mentoring practices can be defined as a practices of business unit
which helps employees to follow right direction / path for the accomplishment of organisational
goal. This improves the overall working efficiency of employees for the betterment of company.
With help of such types of practices, employees will also able to recognise their weakness and
the gap, due to which they are lacking to attain their goal. While this, mentors help out them to
overcome their weakness and gain success by performing with full efficiency. Mentoring

practices helps company to create positive and healthy workforce environment so that employees
will able to perform their task in significant manner and attain goal successfully. Also from these
practices, employee focuses on their task and try to improve their overall performance level. This
implies to have major influences on development process of staff by increasing their capabilities
and performance.
CONCLUSION
From above discussed points, it can be concluded that high working performance culture is
vital within company to accomplish the organisational goal successfully in stipulated timeframe.
As it enhance the efficiency, motivation level, encouragement in employees for performing
challenging and complex task in efficient & effective manner. Further, leaders and mangers are
those entities who helps company to create positive, healthy and high performing culture by
motivating, encouraging and enhancing their capabilities. Lastly, mentoring and coaching are
two practices which boost up and helps employee to develop and grow for attaining the goal.

REFERENCE
Books & Journal
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job design and organizational culture against HR performance. Journal of Management
Development.
Barr, S., 2017. Prove it!: how to create a high-performance culture and measurable success.
John Wiley & Sons.
Braund, D., Hall, E. and Wyles, R. eds., 2019. Ancient Theatre and Performance Culture
Around the Black Sea. Cambridge University Press.
Raharjo, K., and et.al., 2018. The influence of organizational culture and job design on job
commitment and human resource performance. Journal of Organizational Change
Management.