The transmission of signals, signs, images, writings, or any form of information by radio, wire or electromagnetic systems of any nature is referred to as telecommunication. Before the invention of the internet and other modern data networks, telecommunication systems had a clear meaning with the use of telegraphs and telephones that were controlled by telephone controllers. The drastic changes in technology have diversified the telecommunication systems by a large margin. There has been a major phase off of the traditional systems with more technologically advanced systems kicking in. This piece is about executive coaching telecommunications
Executives who have been left in the already extinct technologies have a hard time dealing with the new systems and thus the need for coaching. Unlike mentoring, executive training requires the setting of goals to be achieved and paying a coach to help you in achieving them. The goal is improving performance, enhancing careers and shaping the behavior of a client to prevent derailment due to technological changes.
It is divided into six important stages. The first step is entry together with contracting. This phase usually builds a good relationship between the coach and client by laying the ground rules and outlining the level of commitment required in this whole process. This is done to make sure effective dialogue throughout such a process. The pre-requisite desire for the executive to change is very important and its basis is laid out at this stage.
The second step is identifying the expectations of the coach, especially in communication. It is critical to kick off the process in the right direction in the first place by laying out the priorities and plans. The coach achieves this by helping outline the issues there are to be addressed by the whole process. The problems require being set within a wider context and the priorities that the client considers important reviewed.
The third step is reaching a common understanding. Coaches may choose to approach this step differently from each other but the three major aspects which are personal effectiveness, career aspirations, and job effectiveness have to be considered. These factors form the basis for discussion of the success criteria.
Planning action is the fourth step. It involves using the ideas created in the previous stages and using them to come up with solutions in order to have a successful outcome and to accomplish the needed changes. The actions needed for addressing the problems are termed as the personal development plan. The coach is expected to help the client review the options and go ahead to identify the solutions they may have.
Fifth is reviewing action. This is the implementation phase. Executives are motivated to maintain action so as to achieve progress. It takes most of the time in coaching. The last phase is closure which prevents executives from being dependent on their coaches. The sessions can be done from time to time by contracting every few months. The coach is not supposed to be a life-long mentor thus ending when the objective is achieved.
Different organizations apply different telecommunication methods at different levels in their management. Ensuring that executives are up to date with the evolving changes in this industry and equipping them with the relevant skills in their places of work will enhance their flexibility and competence.
Executives who have been left in the already extinct technologies have a hard time dealing with the new systems and thus the need for coaching. Unlike mentoring, executive training requires the setting of goals to be achieved and paying a coach to help you in achieving them. The goal is improving performance, enhancing careers and shaping the behavior of a client to prevent derailment due to technological changes.
It is divided into six important stages. The first step is entry together with contracting. This phase usually builds a good relationship between the coach and client by laying the ground rules and outlining the level of commitment required in this whole process. This is done to make sure effective dialogue throughout such a process. The pre-requisite desire for the executive to change is very important and its basis is laid out at this stage.
The second step is identifying the expectations of the coach, especially in communication. It is critical to kick off the process in the right direction in the first place by laying out the priorities and plans. The coach achieves this by helping outline the issues there are to be addressed by the whole process. The problems require being set within a wider context and the priorities that the client considers important reviewed.
The third step is reaching a common understanding. Coaches may choose to approach this step differently from each other but the three major aspects which are personal effectiveness, career aspirations, and job effectiveness have to be considered. These factors form the basis for discussion of the success criteria.
Planning action is the fourth step. It involves using the ideas created in the previous stages and using them to come up with solutions in order to have a successful outcome and to accomplish the needed changes. The actions needed for addressing the problems are termed as the personal development plan. The coach is expected to help the client review the options and go ahead to identify the solutions they may have.
Fifth is reviewing action. This is the implementation phase. Executives are motivated to maintain action so as to achieve progress. It takes most of the time in coaching. The last phase is closure which prevents executives from being dependent on their coaches. The sessions can be done from time to time by contracting every few months. The coach is not supposed to be a life-long mentor thus ending when the objective is achieved.
Different organizations apply different telecommunication methods at different levels in their management. Ensuring that executives are up to date with the evolving changes in this industry and equipping them with the relevant skills in their places of work will enhance their flexibility and competence.
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