The E-Coaching Revolution
E-coaching was developed for the very purpose of responding to the increasing need of an organization. In the past, an organization’s concern was for the ability of the leader to be maximized. When a leader performs at his fullest potential, the workforce becomes influenced to model the leader. However, the biggest problem faced by many organizations alike is that this process can take a period of time to complete. Results have to be waited out for too long. In business, too many years plus reduced productivity equals disaster.
One innovative way to answer this problem was the development of e-coaching. E-coaching offers the ability to coach a number of individuals at the same time. As research indicates, when an employee goes to work to be trained plus is given coaching opportunities, productivity increases.
E-coaching also offers the services for the whole workforce at a much cut back price compared to standard methods of coaching individuals that make up a workforce. Organizations have to spend a large amount of capital for this need alone.
With the revolution of e-coaching, a process that was once personalized and private can now be given to a much broader population. Contrary to what many organizations have met in the past with the inability of some coaching programs to expand their services to an organizational level, e-coaching does just that because it can be adjusted to any scale necessary.
E-coaching paved the way for business coaching, as it made the process more accessible and convenient. Working with a much more advanced technology, e-coaching offered its clients a more consistent and measurable approach. Clients need not have to worry whether the credibility of their coaches varied. In e-coaching, coaches have to follow specific requirements and constantly have to upgrade their own training. Clients are assured that they are benefiting from the best coaches possible.
With this newly revolutionized type of coaching, organizations are given the choice of whether their workforce is to be trained by external or internal resources. Internal coaching within an organization is possible with e-coaching. It maximizes the time of the leader and enables him or her to reach a wider range of audience contrary to the standard one-on-one method.
Due to improvements in its technology, the much argued about concern on privacy with e-coaching is answered. Rather than interacting through emails that can be tapped outside of an organization, coaches and players can now interact confidentially. This is achieved by making use of a chat feature. This gives the coach and the player the opportunity to interact in real time or asynchronous time.
Unlike other e-learning programs, e-coaching doesn’t take too much emphasis on technology. It still retains the element essential to human interaction alike such as acceptance and human development. Though the process is done through advanced technologies, careful measures are still taken so that every player still feels the human interaction between him and the coach.
With e-coaching, every workforce potential is maximized. Performance is improved and organizational productivity enhanced. The capital that was invested for the training is returned greatly.