Will coaching pay off?

Article Abstract:

Employee coaching by supervisors should be designed to bring the employees up to performance levels expected by the corporation, to facilitate the employees' acceptance of responsibility and promote their proficiency, and to prepare the employees for career advancement. Coaching is more than a training technique. The employees who have been properly coached know what is expected of them, know how well (or poorly) they are performing their duties, and know how to perform their duties. Corporations that provide coaching programs give more organizational support to their employees, which results in better productivity and lower employee turnover. Various aspects of employee coaching, as distinguished from employee training, are discussed.

Employee training, Mentors, Mentoring

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Authority: it doesn't just come with your job

Article Abstract:

Supervisors do not command authority by virtue of their rank. Authority is earned. Six sources of authority in a business environment are discussed. Authority can result from the importance of the duties assigned to the supervisor, the 'legal' authority assigned by job title and position, the authority that results from superior performance of responsibilities, the authority afforded by personality strengths and attractiveness, and the authority arising from trust invested by others in the supervisor. The informal authority earned by the individual supervisor is often more important than the formal authority vested by the corporation in all supervisors at a certain management level.

Powers and duties

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The first steps toward increasing supervisory authority

Article Abstract:

Supervisory authority that is based on organizational design will obtain subordinate employees' compliance, but employee support for supervisors is based on the supervisor's superior ability and performance. However, if the supervisor misuses authority that is based on expertise, the result is usually employee resistance to that authority. Methods that corporations can use to build supervisory authority are discussed, including: providing training in this area, discussing authority at supervisory meetings, and encouraging higher-level managers to relate their views on authority to the supervisory group.

Methods, Study and teaching, Leadership, Middle managers

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