Leolingham2000
Management Consultant

Thread Started by #isabelguedes

Hello, all!
I read this article about the disadvantages of implementing a 360º appraisal system and the advantages of using coaching instead to evaluate the performance of employees. I'm very confused because I was thinking about implemeting an appraisal system in my company and now I don't know what to do and I have got lots of questions ... What is your opinion on this?
What's the purpose of coaching? Who is the coach and who is the coachee? I mean, do we coach every employee? Has anyone ever used this performance tool? Are there any forms related?
Thanks
Isabel
6th November 2005 From Portugal, Lisbon
COACHING AND 360 DEGREE APPRAISAL.

The PERFORMANCE MANAGEMENT is a cyclic management

process , consisting of

-planning performance

-appraising performance[ 360 DEGREE APPRAISAL]

-managing/developing performance [ coaching/training etc]

-reviewing performance

-rewarding performance

and this is a continuous process.

HERE YOU SEE THE ROLE OF 360 DEGREE

AND ALSO THE ROLE OF COACHING.

COACHING DOES NOT SUBSITITUTE 360 DEGREE SYSTEM

IT IS A SUPPORTING TOOL FOR HR DEVELOPMENT.

PERFORMANCE MANAGEMENT is a development process.

=========================================

360 degree appraisal system is a diagnostic tools, which

helps to determine the gaps in performance .

=================================

COACHING

Coaching is a modern and rapidly growing method for helping others to improve, develop, learn new skills, find personal success, achieve aims and manage life change and personal challenges. Coaching is effective for all situations, whether in personal life, career, sales or corporate and business life. Coaching of this type is different to training. Coaching draws out rather than puts in. It develops rather than imposes. It reflects rather than directs. Coaching is reactive, flexible and enabling, not prescriptive or instructional. Coaching is non-judgemental.

Coaching is about getting the very best out of someone and enabling them to make decisions that will improve their performance and career.

Coaching is a two-way process.

COACH COULD BE

-HR MANAGER

-TRAINER

-MANAGER

-SUPERVISOR

ETC

COACHEE COULD BE

-EMPLOYEE OF ANY LEVEL.

IN COACHING PROCESS,

EMPLOYEE : performs in front of the coach.

COACH: coach freezes the action at a point and appraises

the performance. and provides feedback.

COACH: coach defreezes the action.

EMPLOYEE: seeks advice/feedback and makes changes in

action plan and performs again in front of the coach.

AGAIN THE SAME IS REPEATED

COACH: coach freezes the action at a point and appraises

the performance. and provides feedback.

COACH: coach defreezes the action.

EMPLOYEE: seeks advice/feedback and makes changes in

action plan and performs again in front of the coach.

This cyclic process continues till there is a permanent change

in the performance of the employee.

THIS is widely used in

-sales areas [ on the job coaching]

-customer service

-production process

etc etc

HERE IS THE APPRAISAL IS DONE CONTINUALLY, TILL

THE RIGHT PERFORMANCE IS ACHIEVED.

BUT COACH USES A SHORT APPRAISAL METHOD FOR THIS

PURPOSE AND NOT THE 360 DEGREE SYSTEM.

BUT THE ORGANIZATION POINT OF VIEW , YOU STILL NEED

360 DEGREE SYSTEM.

COACHING DOES NOT SUBSTITUTE 360 DEGREE SYSTEM.

SO MY SUGGESTION IS, PLEASE GO AHEAD WITH YOUR

SET OF 360 DEGREE APPRAISAL SYSTEM.



BENEFITS OF COACHING

-accelerated personal growth and understanding of self

-a lifelong journey of personal excellence and knowledge

-the ability to enhance any job-role in any organization and industry -

-coaching brings out the best in people and motivates them to be the very best in whatever they do , in all manner of jobs and careers

-more options in life - important and rare choices of when to work and with whom

-a right and good purpose and meaning in life, measured in real value terms of effort and reward, not lost in a corporate fog

BUT COACHING IS EXPENSIVE AND HENCE OF SHORT DURATION.

ONCE AGAIN PLEASE GO AHEAD/ SET UP YOUR ORGANIZATION

360 DEGREE APPRAISAL SYSTEM.

HOPE THIS IS USEFUL TO YOU

regards

LEO LINGHAM
6th November 2005 From India, Mumbai
Thanks Leo for your reply. It is very useful and comforting to me.
But still ... what I've read suggested that we should use coaching as performance development tool because of its benefits to both the employee and the organization in the way that it helps to create healthier and non-conflicting environment in our company. They even talk about a coaching programme ... If you know anything about this... please give me some help.
Best regards,
Isabel
6th November 2005 From Portugal, Lisbon
ISABELGUEDES
I did mention in my notes,
COACHING IS A DEVELOPMENT TOOL.
IN ANY ORGANIZATION, IT IS A MUST FOR DEVELOPMENT.
IN MANY ORGANIZATION, WE HAVE
-BUSINESS COACHING FOR MANAGERS
-PERSONAL COACHING
-ONE TO ONE COACHING
-CLASS ROOM COACHING
-ON THE JOB COACHING
-GROUP COACHING
ETC ETC
WHEN I get time , I will come back with some more
useful materials on the subject.
regards
LEO LINGHAM
7th November 2005 From India, Mumbai
Hello Isabel:
A 360 is not a substitute coaching or performance appraisals.
A 360 is used to get feedback from people above, below and to the side of the subject of the 360.
It is hard if not impossible to substitute coaching for a 360.
8th November 2005 From United States, Chelsea
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