Coaching e Mentoring como Instrumento de Foco no Cliente Interno: um Estudo Regional em São Paulo

Graziano, Graziela Oste; Peixoto, Cristiano André; Pizzinatto, Andrea Kassouf; Castro, Dagmar Silva Pinto de

doi:10.5585/remark.v13i1.2663

Cited by 4 publications

(5 citation statements)

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“…O coaching possui o foco principal nos resultados e pode ser considerado uma ferramenta de capacitação de pessoas (GRAZIANO et al, 2014). De acordo com os autores (2014) o coaching atua como um instrumento dentro da empresa com o objetivo de aconselhar e treinar os funcionários.…”

Section: Análise E Discussão Dos Resultadosunclassified

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A Liderança Por Meio Do Coaching

Carpes

Mazzardo

Rizzatti

et al. 2017

J. Professional Business Review

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In the present scenario where the companies are located, it is up to the leaders of companies being able to develop your team to achieve the goals. The development of leadership in management is a key factor to overcome adversity, realize opportunities and maximize the growth of the organization which lead. Behold, the coaching comes, a tool to leverage and develop the process of leadership in business. Observing these aspects, the objective of this study is to verify the effectiveness of leadership development through the use of coaching tool. In this way, a qualitative research with coaches who provide training, and five business leaders who performed the procedure was performed. Among other results, there are the variables most cited by leaders such as greater understanding of the behaviors and attitudes of employees, motivation, improvement in business results, always seek achieve the objectives and goals, hear more, patience, unity and networking. One can therefore infer that coaching is rather an effective tool for the development of leadership as the leaders enhances the skills and capabilities necessary for the exercise of leadership.Keywords: Coaching; Leadership; Development RESUMONo atual ambiente competitivo e dinâmico, os líderes das empresas desempenham um papel fundamental para o alcance dos objetivos organizacionais. Nesse caminho, o coaching, considerado um treinamento que visa desenvolver as competências dos indivíduos, surge como uma ferramenta capaz de alavancar e desenvolver o processo de liderança nas empresas. O objetivo deste estudo foi verificar a eficácia do desenvolvimento da liderança por meio da utilização da ferramenta coaching. Realizou-se uma pesquisa de natureza qualitativa com coaches que conduziram o treinamento e com cinco líderes empresariais que realizaram tal processo. Dentre outros resultados, as variáveis mais citadas pelos líderes foram maior compreensão dos comportamentos e atitudes dos empregados, motivação, melhora nos resultados da empresa, buscar sempre realizar os objetivos e metas, ouvir mais, paciência, união e networking. Concluiu-se que o coaching foi considerado uma ferramenta eficaz para o desenvolvimento de lideranças por possibilitar o aprimoramento de habilidades e capacidades no processo de liderar.

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Section: Análise E Discussão Dos Resultadosunclassified

“…O processo de aprendizagem por meio do coaching permite que o indivíduo adquira informações a partir de seu contato com a realidade, o meio e as outras pessoas (GRAZIANO, et al, 2014). Esta prática faz com que as necessidades dos colaboradores sejam ouvidas e atendidas para o bom funcionamento da empresa.…”

Section: Análise E Discussão Dos Resultadosunclassified

A Liderança Por Meio Do Coaching

Carpes

Mazzardo

Rizzatti

et al. 2017

J. Professional Business Review

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“…It also assumes a greater concern for the development of these people, making them evaluate alternatives and reflect on their positions, at all times. The differences of opinion also reflect the distinct approaches on this topic, such as those by Campos and Pinto (2012), Goldsmith et al (2012) and Graziano et al (2014).…”

Section: Education and Certification Processmentioning

confidence: 97%

“…An additional item that deserves attention is the training of the leader for the role of coach (Leader-Coach), since this can generate concomitant benefits of growth for the leader and the team (Campos & Pinto, 2012;Goldsmith et al, 2012;Graziano, Peixoto, Pizzinatto, & Castro, 2014). The dispute arises because some authors consider that leaders should not act as coaches, as they need to direct the behavior of their team.…”

Section: Controversial Content Related To the Coaching Processmentioning

confidence: 99%

The coaching process seen from the daily (and controversial) perspective of experts and coaches

Sarsur

Parente

2019

REGE

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Purpose The purpose of this paper is to analyze the coaching process as perceived by experts and coaches, addressing its routine aspects and areas that are object of dissent in the organizational field. Design/methodology/approach Qualitative research conducted through interviews with 20 experts and coaches who work in Portugal. Findings Lack of consensus on conceptual approaches, few demands from organizations for concrete results, and elitism due to its selective use for high-level professionals. There is an expectation of companies that adopt a “coaching culture,” which includes participative actions, dialogue and humanization of relationships. There are benefits for organizations and professionals that result from its application, which raises care in considering it just another management fad. Originality/value Professionals and organizations are increasingly adopting coaching processes, but there are few academic studies, with a scientific view, and more rarely from the perspective of practitioners (coaches). Hence, this topic lacks a more accurate approach, to better understand its application and extend the debate on controversial aspects, in order to make the discussion on its value more consistent.

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“…Diversos trabajos han analizado asimismo las competencias y características que corresponden a esta figura destacando sus habilidades socioemocionales tales como la disponibilidad emocional para interesarse por las necesidades del otro, la habilidad para crear un clima de confianza y la capacidad de escucha (Gunn, Lee y Steed, 2017;Hansford, Tennent y Ehrich, 2003). También es relevante la capacidad para motivar, para evaluar las necesidades y los logros que va alcanzando la persona mentorizada (Oste, André, Kassouf y Silva, 2014;Thorndyke, Gusic y Milner, 2008); así como la capacidad de ayuda para superar las eventuales dificultades, ya sean estas de índole emocional, social o académico (Grace et al, 2019).…”

Section: Introductionunclassified

Análisis del perfil del e-mentor/a en el marco de estudios de posgrado a distancia//Analysis of the profile of the e-mentor in the framework of distance graduate studies title

Fernández-García

García²,

Bullido³

2019

REOP

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RESUMEN Este artículo explora el perfil y las funciones específicas de la figura del e-mentor, en el marco de un máster universitario a distancia, dentro de un programa destinado a facilitar la adaptación académica de los nuevos estudiantes. Concretamente, se estudian los elementos que están presentes en la configuración del perfil del mentor dentro de un contexto de educación superior de posgrado a distancia. El estudio se aborda desde la experiencia y percepciones de los propios mentores. Se emplea para ello un diseño mixto, combinando un análisis cuantitativo (descriptivos y análisis de conglomerados a partir de escalas de valoración) y cualitativo (análisis de contenido, a partir de grupo de discusión y de un cuestionario abierto), triangulando, por último, ambos conjuntos de resultados. Se constata una alta satisfacción general con la propia labor de acompañamiento, y la emergencia de ciertas competencias socioemocionales presentes en el ejercicio del rol de mentor y que parecen jugar un papel clave, tales como acompañar en momento de dificultad, motivar y ofrecer apoyo emocional. Se concluye acerca de la importancia de las competencias socioemocionales para ejercer este rol y la necesidad de mantenerse dentro de los límites de las funciones que corresponden a esta figura; así como, complementariamente, la conveniencia de clarificar dicho rol a los estudiantes beneficiarios del programa. Se concluye asimismo acerca de la relevancia de la formación específica en técnicas de mentoría para este perfil. ABSTRACT This article explores the profile and specific functions of the figure of the e-mentor, within the framework of a distance university master's degree, within a program designed to facilitate the academic adaptation of new students. Specifically, the elements that are present in the configuration of the mentor's profile are studied within a context of postgraduate distance education. The study is approached from the experience and perceptions of the mentors themselves. A mixed design is used for this, combining a quantitative analysis (descriptive and analysis of clusters based on rating scales) and qualitative analysis (content analysis, from a discussion group and an open questionnaire), triangulating, finally, both sets of results. There is a high general satisfaction with the accompaniment work itself, and the emergence of certain socio-emotional competences present in the role of mentor and that seem to play a key role, such as accompanying at times of difficulty, motivate and offer emotional support. It concludes about the importance of socio-emotional competencies to exercise this role and the need to stay within the limits of the functions that correspond to this figure; as well as, in addition, the convenience of clarifying said role to the students who are beneficiaries of the program. It also concludes about the relevance of specific training in mentoring techniques for this profile.

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Coaching e Mentoring como Instrumento de Foco no Cliente Interno: um Estudo Regional em São Paulo

Cited by 4 publications

References 2 publications

A Liderança Por Meio Do Coaching

A Liderança Por Meio Do Coaching

The coaching process seen from the daily (and controversial) perspective of experts and coaches

Análisis del perfil del e-mentor/a en el marco de estudios de posgrado a distancia//Analysis of the profile of the e-mentor in the framework of distance graduate studies title

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