It is essential to acknowledge that coaching and mentoring can strategically provide an organization with an array of advantages despite the size of the institution. When carried out efficiently and productively, coaching and mentoring provides workers a manner of connecting, learning, and growing within the institution and along their career duties. Also, coaching and mentoring entails pairing experienced professionals with workers that could use help adapting to the business surrounding and culture of the workplace. Coaching and mentoring, on the other hand, can be essential in encouraging loyalty within the industry (Connor & Pokora, 2012).
Employees who are exposed to stereotype in an organization always have a disruptive nature that typically affects their performance level and decreased morale towards articulating a given assigned duty. Usually, when stereotype effect is available in a business setup, employees always feel motivated to prove themselves; even though, this motivation does not end up providing better quality work. However, it is significant that managers get to know that some workers may experience stereotype threat as this will make the managers offer a successful duty strategy through instructing employees the type of behaviors they ought to use to succeed. Also, the managers can continuously remind workers of the significance of skills without stereotype relevance.
The aspect of self-awareness is all about one being conscious of what he or she is good at doing while getting to highlight the things that one need to learn with time. This includes admitting when one does not have to provide answers and owning up to mistakes (Bratton, Dodd & Brown, 2011). If a manager gets to understand his or her perspective and how they operate within an organization, they are capable of changing the nature of their organization. A leader who typically lacks self-awareness has no influence on others including the employees and is an indication of low emotional intelligence. Lack of self-awareness is the factor that keeps managers back from being truly productive.
An idea champion is typically regarded as a person who considers the need for productive change and the implements it in solving issues within the business. Idea champion strategically plays one or more of the following duties. The inventor creates a new idea and gets to learn more about its value (Bratton, Dodd & Brown, 2011). The champion will believe in a given view, strategizes what it can do for the organization, and finally acquires the political and monetary help essential in bringing it into reality. The idea champion role is necessary since change does not occur by itself; however, requires personal efforts to promote the new idea efficiently. It is also essential for the actual implementation of the concept.
Career stages are considered as the different phases which a worker or a professional business growth has to pass through. These stages talk about the beginning of a career, growth in the business, middle stages of the job and the last stages of the position (Harvey & Allard, 2015). The establishment phase is the period when a person is seeking for a job and incorporates accepting the first career opportunity, acceptance by peers, and getting to know more about the role. Advancement stage entails a continuous improvement in the performance. These stages are essential in change management as workers will have constant positive progress with the change implementation process.
Encouraging diversity of workers is a fundamental factor in encouraging a company’s innovation and has become a buzz word in the business set up in the recent times (Harvey & Allard, 2015). Diversity as the first phase of innovation increases the creation of new concepts as businesses shaped through variety have the capability of using a broader network of contacts. The diversity of perspective will also lead to the successful growth of a creative idea as it will lower the degree of risk aversion that typically makes the process of decision making efficient. Managers usually consider the diversity of perspective a competitive advantage due to the changing workforce demographics, client composition, and globalization.
Bratton, V. K., Dodd, N. G., & Brown, F. W. (2011). The impact of emotional intelligence on accuracy of self-awareness and leadership performance. Leadership & Organization Development Journal, 32(2), 127-149.
Connor, M., & Pokora, J. (2012). Coaching and mentoring at work: Developing effective practice: Developing effective practice. McGraw-Hill Education (UK).
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.