Introduction
Coaching, according to Aguinis (2013), is mutual and continuous process in which the supervisor and the subordinate interact on the performance of the subordinate. It is a way by which the skills and abilities of individuals are developed thereby improving performance (Mind Tools, 2015). Coaching styles are majorly influenced by the manager’s “personality and behavioural preferences” and are classified into 4: driver, persuader, amiable, and analyzer (Aguinis, 2013).
Coaching Styles
Driver – This coaching style dictates to the individual being coached what to do. The manager adopting this style is firm, exposes little personal feelings and mostly talks about tasks and facts (Aguinis, 2013).
Persuader – This style uses a more persuasive way where the expectation from the employee is sold to him/her by explaining the benefits of performing the task to the organization and the employee (Aguinis, 2013). Managers adopting this style are also assertive, but talk more about relationships and people, and expose their personal feelings (Aguinis, 2013).
The amiable style is mainly about ensuring everyone’s happiness. Managers who adopt this style are subjective and are concerned with performing tasks the right way, they speak intentionally and are very good listeners (Aguinis, 2013).
Analyzers prefer measuring performance in a logical way and stick to the laid down procedures when providing recommendations (Aguinis, 2013). They are not firm like drivers but talk a lot about tasks than expressing personal feelings (Aguinis, 2013).
My Coaching Style
After conducting a self analysis of my personal coaching styles using the case study from the text, I see that I dominantly adopt the Amiable coaching style as I score an 8 on the amiable quadrant while I score 3 on both the Driver and Persuader quadrants, and a 0 on the Analyzer quadrant.
Though I agree with the order of the result i.e. I adopt more of the amiable style then followed by the persuader and driver styles, I would say that I do not fully agree with the 0 score on the analyzer quadrant. Because of my job as a sales person, using the analyzer style is very important as performance has to be measured against laid down objectives and using laid down procedures. I do try to make both subordinates, partners and my organization happy by being flexible in the little way the company’s procedures allows me to be. I provide feedbacks as often as possible, trying to ensure that everyone performs their tasks as at when due and in the right way.
Conclusion
In spite of the fact that individuals have preferred coaching styles due to their different personalities, however it is very important for managers to learn how to be adaptive and adopt other styles depending on the circumstance and the personality of the employee (Chapman, 2015).
REFERENCES
Aguinis, H. (2013), Performance Management, 3rd ed., p. 192, Upper Saddle, NJ: Prentice Hall.
Chapman, C. (2015), What are Coaching Styles?,Sportplan [Online]. Available from: http://www.sportplan.net/drills/blog/what-are-coaching-styles-2015-05-08.jsp (Accessed: 04 December, 2015).
Mind Tools (2015), ‘What is Coaching? How to be an Effective Coach’, Team Management, Mind Tools [Online]. Available from: https://www.mindtools.com/pages/article/newTMM_15.htm (Accessed: 04 December, 2015).
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