Editorial

Coaching: a new management model
By Vanesa Soledad Missón

Nowadays, companies live in a more and more demanding context. Producing and selling is not enough, it is necessary to constantly adapt and excel ourselves in order to survive. For that reason, companies should leave behind their “command-control” traditional structure exercised by a foreman manager, in order to replace it by a “transformation and learning" model applied by a coach manager. The main objective of this new model is, from the change of manager role, to obtain a better performance.

The function of the coach is to facilitate learning, to help their co-workers become different observers of themselves and their surroundings, and to detect the obstacles and limitations that interfere in the realization of the predicted results. In this way, the coach helps people find the necessary tools to learn by themselves. That is, the coaching proposal means that executives and managers act as agents for learning, leading people and teams toward better results.

Many times, the chief is in charge of workers who excel his knowledge in certain specialties. If he only expects them to do what he instructs, he will obtain a limited part of what they are capable of doing. However, if they are free to act, he will obtain optimum results. The function that a coach manager should assume is to lead them so that their job is in tune with the vision, mission and values of the company.

With this new model, leaders should develop their conversational competence to the maximum, that is, they should be aware of the importance of “ speaking correctly”. With this I do not mean oratory but the complex power of everyday conversations. Words, depending on how they are handled, can create restrictions or opportunities. They are not gratuitous, they produce effects, they create commitments. There is a pretty wise and true saying that goes: “ We are the owner of the words we do not say and the slave of those we do say”.

Learning how to control conversations, and not letting them control the scene, will allow you to create relationships with warmth and respect, to strengthen the bond with the other, to strengthen trust and , above all, to improve the work atmosphere.

In conclusion, coaching encourages a better interpersonal communication, helps to achieve the suggested objectives and promotes workers to do their job efficiently. I believe that this new way of managing companies, with the possibility of self-development, growth and learning, where the work atmosphere is professional and warm, is not an “ideal dream” but a possible reality to be implemented.

Vanesa Soledad Missón
v_misson@abcomunicaciones.net

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