I am always in to the opinion that the notion of "coaching" in the corporate world stemmed from sports coaches to begin with. The corporate world has taken coaching techniques and turned them into processes and models, such as coaching for peak performance or situational leadership. For every manager, the challenge is to get their unit or team in to a very focused, goal aligned and fully committed towards the vision.
The next time you watch a team game, whether it's professional or amateur, think about the types of training that may have been applied to put the teams and individual members where they are. Think about the similarities between your corporate teams i.e HR Team, Accounts Team, Dot Net Team, Java Team, PMO Team or any other team and a sports team- we can borrow training ideas from both sides.
Because of the needs of potential, capability enhancement for the teams, many are building serious training programs for their employees, as well. It was once a wide belief that a sports persons natural talent and hard work could propel him or her into the winner's circle. Now, performance coaches argue that a big part of sports people’s success belongs to attitudes, beliefs, or thought processes - some of the very criteria standard corporate training programs are built upon. Through this type of personal development training, sports persons are learning better focus, game-day composure, and self-confidence through mental strength. It is precisely important as well in working at corporate world as overcoming the day today challenge, customer demand, team management & deliverables etc.
It would also seem ironic that sports personalities need team building training activities, but they do. I remember one real experience in my previous organisation. It is about one recruitment executive who was very much passionate about playing shuttle badminton. We can see this person everyday morning time and as well as evening time at the practice court and playing with the people. On other day I was reviewing the rewards program chart for HR Team and I saw his name with the high performer recruiter. He been fulfilled the entire resource requirement before the recruitment SLA and all the resources he been hired are good quality people. While playing, he been bringing more social networks in to his account and selling the company. He has not referred any job portal site or consultants to achieve his job tasks and you don’t believe as he was successfully hired 128 people for the last three months and all are lateral entrants.
Change management is another one traditionally followed in sports field that's being used in the world of professional corporate set up. Think about a football game and how each person's decisions, from coaches down to individual players, can impact the entire game and the entire teams' success. Teams use change management courses to teach quick decision making based on individual and group needs. Through this type of training, players learn to quickly assess the situation from what they already know and can see and then make decisions. HR professionals including me unanimously agreed as change management & OD interventions are challenging one in today’s corporates and expectation is to make this happen overnight that is quite impossible. The best way is to undergo the change management and understand the organisation how it is evolving and categorise initiatives as “good to do” and “must do”.
Best
Manoj Elanjickal
Manager HR @ RSPL
Cell # 09847788000
E-mail @ mans0707@hotmail.com
The next time you watch a team game, whether it's professional or amateur, think about the types of training that may have been applied to put the teams and individual members where they are. Think about the similarities between your corporate teams i.e HR Team, Accounts Team, Dot Net Team, Java Team, PMO Team or any other team and a sports team- we can borrow training ideas from both sides.
Because of the needs of potential, capability enhancement for the teams, many are building serious training programs for their employees, as well. It was once a wide belief that a sports persons natural talent and hard work could propel him or her into the winner's circle. Now, performance coaches argue that a big part of sports people’s success belongs to attitudes, beliefs, or thought processes - some of the very criteria standard corporate training programs are built upon. Through this type of personal development training, sports persons are learning better focus, game-day composure, and self-confidence through mental strength. It is precisely important as well in working at corporate world as overcoming the day today challenge, customer demand, team management & deliverables etc.
It would also seem ironic that sports personalities need team building training activities, but they do. I remember one real experience in my previous organisation. It is about one recruitment executive who was very much passionate about playing shuttle badminton. We can see this person everyday morning time and as well as evening time at the practice court and playing with the people. On other day I was reviewing the rewards program chart for HR Team and I saw his name with the high performer recruiter. He been fulfilled the entire resource requirement before the recruitment SLA and all the resources he been hired are good quality people. While playing, he been bringing more social networks in to his account and selling the company. He has not referred any job portal site or consultants to achieve his job tasks and you don’t believe as he was successfully hired 128 people for the last three months and all are lateral entrants.
Change management is another one traditionally followed in sports field that's being used in the world of professional corporate set up. Think about a football game and how each person's decisions, from coaches down to individual players, can impact the entire game and the entire teams' success. Teams use change management courses to teach quick decision making based on individual and group needs. Through this type of training, players learn to quickly assess the situation from what they already know and can see and then make decisions. HR professionals including me unanimously agreed as change management & OD interventions are challenging one in today’s corporates and expectation is to make this happen overnight that is quite impossible. The best way is to undergo the change management and understand the organisation how it is evolving and categorise initiatives as “good to do” and “must do”.
Best
Manoj Elanjickal
Manager HR @ RSPL
Cell # 09847788000
E-mail @ mans0707@hotmail.com
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