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Coaching organizacional

coaching organizacional

No es un secreto que actualmente muchas prestigiosas empresas utilizan el coaching para cumplir sus metas, crear climas laborales más agradables y explotar las aptitudes de sus empleados, algo que ha resultado favorecedor para muchas de ellas.

Ya que esta estrategia es tan exitosa, resulta importante conocer con mayor profundidad qué es el coaching organizacional y cómo funciona.

Breve historia del Coaching organizacional

El coaching organizacional se originó hace aproximadamente 25 años como respuesta a los grandes cambios en el mundo empresarial. La tecnología, competencia, globalización y  otros factores del mundo actual han afectado la manera de hacer negocios, así como la forma de organizar el trabajo.

Dichos factores también han tenido repercusiones en cuanto a las exigencias, permisos y libertades de los empleados. Por lo anterior, los grandes líderes de las empresas adecuaron las metodologías del coaching deportivo al ambiente empresarial.

De esta manera, el propósito del coaching organizacional es lograr mejores resultados en sus empresas por medio del desarrollo y fortalecimiento de las competencias de los empleados.

Los líderes de las empresas internacionales más reconocidas se dieron cuenta de que el crecimiento de su negocio estaba ligado al desarrollo profesional de sus empleados, por lo que buscaron las técnicas precisas para que el capital humano lograra su mejor desempeño. A esto se le llamó coaching organizacional y tuvo su fundamento principalmente en las teorías del management de Peter Senge, Daniel Goleman, Peter Drunker y Stephen Covey.

¿Qué es el coaching organizacional?

El coaching organizacional tiene como meta renovar las organizaciones mediante la transformación de sus empleados y directivos, de forma que tanto los empleados como la empresa desarrollen su potencial y alcancen los propósitos que tanto desean.

Características del Coaching organizacional

El coaching organizacional se identifica porque tiene las siguientes características:

  • Se encarga de desarrollar al máximo las habilidades de los miembros de una empresa.
  • Su propósito es cumplir metas específicas y alcanzar resultados exitosos en el mediano y largo  plazo.
  • Identifica las mejores maneras o caminos para alcanzar las metas ajustándose a las habilidades de cada individuo y a las necesidades del mercado.
  • Brinda consejos y apoyo a los empleados para resolver cualquier problema que se presente cuando realizan sus tareas.
  • Trabaja en la confianza que los miembros del equipo tienen en sí mismos y en equipo.
  • Analiza los procesos de la empresa y refuerza aquéllos que no estén alcanzando su máximo potencial.
  • Genera espacios de diálogo y retroalimentación entre los miembros del equipo y también entre líderes y empleados.
  • Motiva a los empleados y a los líderes para que mantengan y mejoren su desempeño, así como a que se comprometan con la empresa y aporten ideas.
  • Propone un sistema de recompensas y castigos apropiados para cada tarea y área de la empresa.
  • Estimula la adaptación al mercado global y promueve las propuestas creativas y originales.

Biografía de un líder organizacional

Indra Nooyi, empresaria india, es en gran parte responsable del éxito de la empresa Pepsico y un gran ejemplo de una líder que utiliza el coaching organizacional.

Estudió química, física y matemáticas en el Mandras Christian College, para después realizar una maestría en el Instituto de Gestión de Calcuta.

Tras estos estudios trabajó en varias empresas de Estados Unidos de América como Boston Consulting Group, Johnson y Johnson, Mettur Breardsell Ltd y Motorola.

Indra alcanzó puestos altos en dichas empresas, en las que destacó por sus posturas innovadoras y competitivas.

En el año de 1994 comenzó a laborar en Pepsico y para el 2001 ya era presidenta y directora financiera de dicha empresa. Además, en el 2006 fue nombrada CEO de la empresa. Desde entonces, Indra Nooyi es la encargada de establecer las estrategias de esta poderosa y exitosa institución.

Sus propuestas mejor acogidas han sido la expansión de los productos de la empresa, sobre todo los productos saludables, así como la consideración por el medio ambiente.

Esta extraordinaria empresaria es una de las mujeres más reconocidas, poderosas y millonarias en el mundo. Su éxito ha sido reconocido por varias revistas y también ha recibido diversos premios internacionales.

Es un claro ejemplo de coach organizacional, ya que ha logrado el mejor desempeño de sus empleados a través de diversas estrategias.

Gracias a su creatividad, motivación y esfuerzo constante ha logrado alcanzar en el mercado global resultados nunca antes vistos por una mujer de nacionalidad india.

¿Cuál es el papel del coach?

Lo primero que se hace al llevar a cabo esta técnica es identificar las dificultades y áreas de oportunidad de la empresa, ya sean las relacionadas con la interacción de los empleados o con la organización y aplicación de los procesos de la empresa. Además, la identificación de estos aspectos ayudará a los directivos a tener un mejor conocimiento y ser mejores líderes.

Una vez identificados estos puntos claves, se genera una reflexión por parte de los directivos. A partir de la experiencia de los líderes de la empresa, el coach busca resolver los problemas identificados y con ello ayudar a empleados y directores a plantear mejores maneras de proceder.

Cuando ya se han creado los planes de acción, el coach acompaña a las personas para que pongan en práctica las nuevas acciones. El papel del coach es brindar retroalimentación a los empleados y a los directivos hasta que éstos se adapten a los cambios generados por los nuevos procesos.

¿Cuándo ponerlo en práctica?

Algunas de las ventajas más evidentes de someter a una empresa a este proceso son las siguientes:

  1. Desarrolla la capacidad de empleados y directivos, de forma que la empresa obtendrá mejores resultados y cumplirá sus metas de manera más rápida.
  2. Los directivos poseen mejor conocimiento de las fortalezas de sus empleados, por ello podrán asignarles más tareas en las que éstos sean buenos y enseñarles cómo realizar los procesos que les resulten complicados.
  3. Al lograr que los empleados sean más competentes y estén más motivados para realizar sus tareas, los tiempos laborales se reducirán, lo cual creará más motivación e incluso la empresa se podrá expandir a nuevas áreas.

Cabe mencionar que utilizar el coaching organizacional es un gran auxiliar para la expansión y desarrollo de una empresa, pues cuando una empresa utiliza este estilo de coaching el clima laboral cambia favorablemente, situación que siempre resulta beneficiosa.

Asimismo, el proceso mismo del coaching organizacional ayuda a mejorar la comunicación entre directivos y los empleados.

Tipos de coaching que combina con el coaching organizacional

 El coaching empresarial se enfoca en el desarrollo profesional de una persona, sin embargo la vida laboral de un empleado está muy ligado al logro de sus metas personales.

Por ello, lo recomendable es que el coaching organizacional se compagine con el coaching emocional. Este último permite alcanzar el máximo nivel de desarrollo de una persona, pues trabaja con sus emociones, ideas y metas, asi como en el coaching de vida.

El coaching de vida permite que una persona explore todas sus opciones y elija la que más le convenga y le motive.

Para una empresa es importante que sus empleados estén comprometidos con su tarea y se relacionen personalmente con los valores de la empresa, pues solo de esta manera la empresa logrará alcanzar sus metas y adaptarse al mundo tan cambiante de los negocios.

Los dos pilares de los que se encarga el coaching de vida son la auto realización y la autosuperación. Para que esto sea satisfecho es importante que el sujeto se encuentre en un ámbito laboral que le imponga retos y le genere satisfacción.

En pocas palabras, el desarrollo personal implica el desenvolvimiento de la vida personal y también de la vida profesional.

Para alcanzar el mejor desempeño de uno como individuo debemos someternos tanto a un proceso de coaching organizacional como al de coaching de vida.

¿Qué se espera de un coachee en el Coaching organizacional?

Un coachee es como se le dice a quien lleva un proceso guiado por un coach. Cuando se recibe coaching organizacional, debemos tener presente que el propósito de este proceso es la motivación y el desarrollo de habilidades, por lo cual se requiere de la entrega, energía y paciencia del coachee, además de las siguientes características.

En términos generales, lo que un coach organizacional espera del coachee es:

  • Que esté abierto a las posibilidades de cambio
  • Sea comprometido con el proceso del coach
  • Participe a lo largo de la metodología, compartiendo su opinión y expresando sus puntos de vista

Todo esto con el fin de que la empresa logre su máximo potencial.

Uno de los objetivos principales del coach organizacional es planificar estrategias que mejoren el funcionamiento de la empresa, reduzcan los tiempos de trabajo y simplifiquen los procesos. Dicho objetivo no se logrará sin la participación, esfuerzo y compromiso del coachee.

¿Dónde saber más sobre el Coaching Organizacional?

Para conocer más sobre este tipo de coaching, te recomendamos familiarizarte con los siguientes libros:

Análisis de la competencia. Manual para competir con éxito en los mercados. En este libro, Carlos Jiménez brinda su punto de vista y comparte sus experiencias para lograr que las empresas alcancen sus objetivos por medio de la planificación de estrategias.

Asimismo, el autor pone énfasis en que analizar a la competencia es uno de los factores más importantes para el crecimiento de los negocios.

¿Quieres cambiar tu organización? En este texto María Helena Jaén, Rebeca Vidal y Daniel Mogollón escriben de manera concisa y práctica sobre algunas técnicas para ordenar las ideas y crear planes de acción para las empresas pequeñas y medianas.

Lo más valioso de este libro son los mapas y esquemas de los pasos a seguir para llegar al éxito y cambiar eficientemente el flujo de actividades empresariales.

Coaching: El método para mejorar el rendimiento de las personas. John Whitmore expone sus ideas sobre cómo desarrollar las habilidades de los empleados, para ello propone el método GROW.

Este método se basa en el planteamiento de preguntas, las cuales tienen como consecuencia el compromiso de los empleados y desencadenamiento de ideas que hacen crecer a la empresa y a sus miembros de trabajo.

Coach: Herramientas para el cambio. En este libro Robert Dilts escribe sobre los niveles de aprendizaje. El autor considera que saber sobre éstos es clave para el coaching, pues para generar verdaderos cambios se debe trabajar varios aspectos de la empresa y los empleados; por ejemplo, el entorno, las creencias y valores, la identidad y las capacidades.

¿Qué te parece el coaching organizacional?

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