- Posted by Vidcruiter
- On October 5, 2012
- 0 Comments
- applicant hiring system, future of recruiting, screening automated, talent management system
The benefits of rewarding and coaching your staff go beyond better work output. It also means well rounded people at work. The era of coercive leadership is no more. It simply does not work and can even cause professional blunders for the leader and the people that he is leading. Coaching enables leaders to go down to the level of their subordinates and meet their needs for guidance and supervision in a person-to-person level. It eradicates walls in the workplace that only contribute to inefficiency. Collaboration is the core of better performing organizations. Coaching and rewards easily facilitate for this.
The Coaching mindset
The coachingmindset traces its roots in the belief that people are not just human “resources” but also capital in its strictest form. What does this mean? It simply means that people are not just subordinates, resources that can be dumped when spent. People are capital that needs to be appreciated and grown overtime. The value of people is central in the coaching mindset. When leaders coach people they are developing novices to be like them, experts and specialists in their fields. Coaching treats subordinates as protégés, bearers of leadership positions in the near future. It spares organizations from the tedious job of developing able and willing leaders. Interestingly, it is not only the recipient of coaching that takes advantage of the system but also the leaders themselves. Personally raising leaders within one’s team (and seeing them succeed) is immensely fulfilling and can make work very rewarding.
Rewards versus punishment
Positive motivation is king today. Punishment stifles productivity and encourages fear and professional paralysis. Rewards however awake the desire to please in people – the desire to please themselves and their superiors. Rewards also forge a better environment for creativity and ideation – two major catalysts of forming dynamic teams and organizations. By rewarding people in exchange for a goal, you are putting premium on effort. By intimidating people with punishment to reach a goal, you are simply discouraging them to make mistakes and to play it safe. That is one of the most confusing workplace conditioning in the 20thcentury. The truth is mistakes enable people to learn. Giving them freedom to commit some along the way in exchange for making processes better can work wonders for the organization down the road.
Leadership with a heart
Rewards and coaching, positive motivation and empowerment simply translate to leadership with a heart. It can also be seen as leadership with intention. Intention to do what exactly, you might ask. It is not only leading people towards desired results, but also leading people towards holistic professional growth. People who are closely coached by their immediate supervisors or managers do their jobs better, have higher respect for the organization they work for, and are well aware of his or her contribution to the corporate whole. Because of these things they give more than what is expected of them. This has a synergistic effect to the organization. When people in organizations are coached and not just barrenly directed to do tasks, they simply produce a sum more than its parts. The organization simply becomes better because the people that make it work are better employees.
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