Daniel (2018) asserted that leaders have an essential duty to steer the organization towards meeting its goals and objectives. In this regard, they must depict the ability to understand the team members and further enhance them to produce the desired outcomes. Good leaders influence the organization's effectiveness by inspiring and motivating the workforce. Loyal and committed team members expect the leaders to offer a sense of direction and clear vision with regards to the company's strategic direction. Furthermore, the workforce would also need to see consistency in the way critical decisions are made in responding to the organizational needs or problems. Part of the motivation and innovation will only be realized if the leaders engage in a concise, clear, and purposeful communication on a regular basis with their subjects. Motivation and innovation by the leaders create a structural framework that enables organizational effectiveness, profitability, and productivity.
Organizational Effectiveness Goal
Organizational effectiveness is the efficiency that an organization can adopt in meeting its desired goals. It means that the company moves towards practices that minimize potential wastes. It also involves every stakeholder doing what know in the best way possible. Therefore, organizational effectiveness could as well mean an entity is meeting its goals with minimum expenditure on various tents including time, money, energy, and human resources amongst others (Daniel, 2018). A highly effective organization will show strength in several critical areas including decision making, people, leadership, culture, and processes. One of the organizational effectiveness that I would want to achieve through coaching and innovation is the introduction of interoperability in the information system of the organization. Through innovation, the employees will appreciate the importance of integrating different information technology system and further to understand the significance of data sharing and exchange. Also, coaching is a vital aspect of any innovation in a company. Interoperability is a complicated process that requires proper training of staff to understand its nature, uses, advantages, and potential disadvantages. Furthermore, the workforce must also know why it is needed and how it will work towards achieving the desired goals of the organization.
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How Coaching Contributes To Motivation, Productivity, and Engagement
Coaching programs are a foundation to enhancing organizational performances through improving motivation, productivity, and engagement. It is only through mentoring and training that the workforce can align with the goals of the company. Through coaching and mentoring, the employee will gain valuable insights that will impact on their growth and development. Furthermore, they will acquire real-life knowledge that fills the gap between the educational theory and the real business practices (Černe, Jaklič, & Škerlavaj, 2013). Also, coaching makes the workforce develop a feeling that they are part and parcel of the organization's future, all of which improves on their motivation. Coaching is also essential in enabling the employee to conform to the culture of the company. Miner (2015) pointed out those professionals, especially those who are young or new in their work, might fail to acclimatize to the acceptable behavior and practices of the organization. As such, through coaching, the employee will receive critical information regarding the corporate culture, procedures, and structures that would build on their conformity and professionalism. As such, this will have a direct impact on their productivity. As the workers develop familiarity around the workplace, they tend to feel more accepted, and thus they can fully engage in the organizational process without fear of unknown or victimization. As they adjust to the corporate culture and structure, they show an increased motivation to work harder and engage more with their seniors and peers as part of the engagement. Critical to note is that this gives them an impetus to share their experiences and expertise more with other employees in the organization (Černe, Jaklič, & Škerlavaj, 2013).
Leadership Practices That Foster Creativity and Contributes To Innovation
Leaders are at the heart of inspiring the required change in an organization. As such, continuously require to adopt leadership practices that improve creativity and innovation at the same time. Anderson, Potočnik, and Zhou (2014) asserted that companies must engage in a continuous process of innovation to give them an impetus for staying ahead of their competitors. Creativity is mainly concerned with the creation of ideas while innovation focuses on the implementation of these ideas. Creativity will only begin if the leader inspires critical thinking on the workers. It is through critical thinking that the workforce will think of ideas with an equal sense of optimism and skepticism in a bid to come up with the best plan to execute a given project. Leaders must ensure that most problems within the organization are solved through critical thinking process by eliminating stereotypes and biases and also promoting open-mindedness. The second process of improving creativity in the organization is when the leaders encourage the process of brainstorming. Anderson, Potočnik, and Zhou (2014) illustrated that the leader must set the tone and trigger the workforce to formulate as many ideas as possible for a short period. Through divergent thinking, the possibility of coming up with a single viable idea is usually high.
The leaders can alternatively create a climate or a culture of creative thinking in an organization. He or she will, therefore, be required to promote intellectual challenges, empowering employs and giving them autonomy, and also provide financial rewards and other incentives to those who think creatively and innovatively. In fostering innovation, leaders must employ a transformation leadership model whenever possible. As such, they will influence the thinking of the employees always to appreciate the need of change in the organization. Leaders can also encourage their subjects to take risks because it is through such actions that innovation occurs. Coaching and mentoring of the employees also sets the center stage for innovation since the employees have an added knowledge and belief in applying their ideas.
Coaching In Achieving the Specific Goal
The organizational efficiency goal outlined above involves creating interoperability in the information technology system of the company. As the organization continues to deal with large amounts of data and the need to share vital information from one organization to the other, there is an increasing need integrate the systems of the company to improve efficiency, reduce workload, improve research, and enable comparison of data amongst others. Therefore, in the wake of this innovation, coaching will play an essential role because this is a new technology that employees might not be familiar with (Denti, & Hemlin, 2012). All employees will, therefore, undergo a training program on the use of this system to bolster the organizational demands. The coaching process will focus on four fundamental issues that include: Defining the new corporate culture, defining the employee expectations, highlighting its relevance towards the company's operations, and lastly, describing its potential advantages and downsides. All these will ensure that the workers are tailored to work with this innovation that seeks to improve the effectiveness of the organization. The process will also provide a smooth transition from the old system to this new approach that aims to reduce burden and improve efficiency. The employees will also feel part of the company's resolve to change hence building on their motivation to work even harder.
Recommendations for Increasing your Coaching Skills and Techniques
The best coaches and mentors are those who regularly engage in learning and utilize the available resources at their disposal to improve on the skills and techniques. One of the ways in which I could use to develop my coaching skills and techniques is through self-evaluation. The self-evaluation process will accord me the opportunity to set personal goals that enhance improvement. Furthermore, feedback is another important factor that every leader must take into consideration while assessing the coaching skills and techniques. Evaluating the quality of the provided feedback will offer me valuable information regarding my methods of coaching and mentoring. It might include my delivery skills, listening skills, clarity, specificity, or timeliness amongst others (Wright, Moynihan, & Pandey, 2012). I will also increase my personal coaching skills by turning to my colleagues and peers for advice on the necessity of change. If I recognize any bumps or flaws in my coaching process, I will turn to my peer who will point out the possible shortcoming for me to improve. A co-worker will potentially provide objective insight into the suitability of my coaching techniques to cause the desired change. Other methods that will prove essential in this regard include reading widely, undergoing training, and seeking mentorship from established coaches. Improving coaching skills and techniques is critical towards developing the leadership skills that I already possess. It will prove valuable in rallying the employees behind the organizational goals and ensuring that they appreciate the need for constant change within a corporate setting.
Analysis of Your Current Leadership Practices and How Well Those Practices Contribute To Creativity and Organizational Innovation
My current leadership practices could be described as transformational. One of the methods that I engaged in as part of my work is to promote intellectual stimulation of my team members. Somech and Drach-Zahavy (2013) stated that it involves challenging the status quo and encouraging creativity amongst the members working in different departments in the organization. Part of my work is to explore new pathways for accomplishing tasks and providing the employee with new opportunities to learn. Secondly, I emphasize on inspirational motivation where I define clear visions and articulate it to the workers. Through this, the team members will feel the same passion and motivation to work towards fulfilling organizational goals. The third characteristic of my practice that positively influences innovation and creativity in the organization is my idealized influence. I act as a role model and a change initiator. I take it upon myself to encourage the team members to brainstorm and think creatively in a bid to come up with valuable solutions that could improve the situation of the company (Somech, & Drach-Zahavy, 2013).
However, there are still things that I have to do in improving my leadership practices in a bid to promote creativity and innovation. First, I will have to consult widely on the various ways I can achieve the best out of my employees. I must remain cognizance that focusing too much on transformation can be detrimental to the stability of the organization especially when proper planning is not done. I will read widely and utilize an inclusive approach in making critical decisions to ensure that I do not make any mistakes. A transformational leader focuses on motivation as the central aspect of getting the best out of their employees. In this regard, I will need to look for more creative ways to motivate my subjects to ensure continued excellence.
In conclusion, leadership has a primary role in motivation and innovation, all of which ultimately leads to organizational effectiveness. Leaders must show the ability to coach which fundamentally motivates the employees and improves their productivity and engagement. Corporate leaders must remain cognizant of the fact that their practices must foster creativity and further work towards enhancing innovation. Coaching must be tailored to the specific goals of the organizations if they are to achieve the desired results. Furthermore, leaders should show the urge to improve their leadership practices including coaching skills to attain the best from their teams.
References
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management , 40 (5), 1297-1333.
Černe, M., Jaklič, M., & Škerlavaj, M. (2013). Authentic leadership, creativity, and innovation: A multilevel perspective. Leadership , 9 (1), 63-85.
Daniel, G. (2018). What makes a leader? Contemporary issues in leadership (pp. 21-35). Routledge.
Denti, L., & Hemlin, S. (2012). Leadership and innovation in organizations: A systematic review of factors that mediate or moderate the relationship. International Journal of Innovation Management , 16 (03), 1240007.
Miner, J. B. (2015). Organizational Behavior 1: Essential theories of motivation and leadership . Routledge.
Somech, A., & Drach-Zahavy, A. (2013). Translating team creativity to innovation implementation: The role of team composition and climate for innovation. Journal of management , 39 (3), 684-708.
Wright, B. E., Moynihan, D. P., & Pandey, S. K. (2012). Pulling the levers: Transformational leadership, public service motivation, and mission valence. Public Administration Review , 72 (2), 206-215.
