Good leadership talent and planning are essential to the success of any organization. The realization of the results in any organization is largely influenced by the efficiency and effectiveness of leadership styles adopted. In this case, the success and sustainability of the results in any business organization is determined by the efficiency and competence of labor (Gibb 2008). Any business organization is responsible for the formation and development of talents in their employees. Based on research conducted in different organizations, it was observed that the success of the organization has a very intensive training and planning of talent among its employees. As regards training, it is the responsibility of any organization to make recommendations on the most efficient training methods, which will accrue success in organizational processes. The main objective of this paper is to discuss and analyze explicitly the different methods of training and development that can be used in an organization (Gibb 2008) - coaching training and development.
With respect to the effective development and training of employees in an organization, the leadership style that was adopted is also of great importance (Gold et al 2010). Based on this phenomenon, the transformational leadership style has proven to be the most efficient in raising talent among employees. Transformational leadership style seeks to empower individuals in an organization through motivation and reveal its value to be leaders and model (Gold et al 2010). This type of leadership is very efficient and sustainable solutions to all problems of employees. Through the adoption of transformational leadership, management ensures that employees are fully involved in the daily execution of activities. The concept of motivation and staff training is also practiced under this leadership style. Through the implementation of effective leadership, all the weaknesses exhibited by employees efficiently countered (Gold et al 2010).
There are a number of training and development methods that have been identified as effective in giving solutions to the problem of employees in any organization. For starters, the coaching has been identified as an effective training method that is able to efficiently provide solutions to the problems of employees (Harrison 2009). Employee training involves the manipulation of employees and to share their skills and talents. Coaching is an important factor in the process of human resources, ensuring that employees within an organization are equipped with the skills and talent (Harrison 2009). It is very important to note that, business organizations usually a diverse population of employees who are endowed with different talents and abilities. Based on this knowledge is beneficial for the management of any organization to establish strategies on how the nature of the talent of these employees. In connection with this case, the coaching standing as one of the most successful techniques in planning talent (Harrison 2009).
Coaching as a way to train employees is based on talent and skills held by employees. The process involves the identification of talents and strategies on how to make the most of these employees (Marchington and Wilkinson 2008). The coaching process is run through a series of steps or strategies. First, the coaching process can be individual or group based on base, by which the organization may decide to coach employees in small groups or by employees. One by one or group coaching involves empowering employees with the basic skills of a trained instructor. This process involves identifying potential talents and weaknesses. In doing so, the instructor is able to empower employees with the skills and knowledge expected which makes efficient implementation of various processes of the organization (Marchington and Wilkinson 2008).
The aspect of behavior modification strategy is also a training effect. In this sense, the instructor is able to learn the behaviors of employees and decide on the best measures of intervention. With respect to behavior modification, the concept of motivation remains important handling behavior of employees. In this sense, the organization has the responsibility to establish a favorable environment for employees, as well as awards (Reid 2004). With the adoption of this behavior of motivation, management will be able to develop the skills, talents and knowledge to the demands of employees. Research has shown that the modification of employee behavior through motivation is an effective training method. The execution of the motivation of employees ensures that employees feel part of the organization and are able to work to the best of the organization. The concept of leadership styles adopted it is also a good coaching strategy by which management ensures a good relationship with the young. Through this practice, employees are able to learn important skills through the process of interaction (Reid 2004).