本篇文章表述的是有關高管培訓的內容，由於這種方法無法交付所需的結果，員工繼續面臨與客戶交互方面的問題。管理層沒有意識到，提高員工技能的目的並沒有得到標準化的服務。為了彌補呼叫中心現有員工和所需技能之間的差距，需要採用更靈活的培訓方法(Tansky和Cohen 2001)。實際上，高管培訓已經從商業領域擴展到了教育領域。本篇代寫論文 價格文章由澳洲論文通AssignmentPass輔導網整理，供大家參考閱讀。
Employees continued to face issues with regards to their interaction with the customers as this approach was unable to deliver the required results. It wasn’t realized by the management that the purpose of improving the skills of employee is not served by standardization. In order to bridge the gap amongst current and required skills of the call centre employees a more flexible coaching approach was required (Tansky and Cohen 2001). In practice, executive coaching expanded to education from the business sector.
Executive coaches are regarded as a common practice in the workplace today. In the year 2004, the number executive coaches were 12000 whereas in the year 1996 it was merely 2000. Executive coaching’s sole purpose is to improve the work effectiveness of the executive and is defined as a short to medium term relationship amongst a consultant and an executive. The coach or a consultant in an executive coaching uses different kinds of methods and techniques so as to help the executive to achieve a given set of targets. In one of the studies by Kilburg (1996) executive coaching was defined as the strategy to further simplify the scope of empirical research and the practice of executive coaching.
In one of the studies conducted in the past it was seen that the key elements of a perfectly blended coaching model encompass of different elements, they are:
A fresh perspective is brought in by the coach which might result in an innovative ways to react or think about a given situation
It is on permission and trust that the relationship must be based on
It is for the employees that the coach works for and for their overall success
The coach must be capable of employing various sets of skills as appropriable to the situation based on his previous experience
There is a commitment in the approach of the coach so as to ensure that the personnel works towards the achievement of these goals and he/she must motivate the employee to do so
The coach has to provide the personnel with encouragement, emotional support and feedback
In all given situations, a coach must act ethically (Tansky and Cohen 2001)
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