If you are interested in their work, focused on career and raising – be proactive, psychologists advise. Silently wait for salary increments and think that you underestimate, harmful, since the desire to disappear work. This is bad for the employee and the employer. How correctly to attract attention, make it clear that you expect more, and achieve greater? Dance and move permanently to the authorities and ship it with their ideas – a good way to move, say experts. In any case, demure in this respect is much less likely. In order to achieve greater, are constantly on the mind and offer their ideas.
Showcase interest in the affairs of the organization and the desire to bring her maximum benefit. After all, even the most crazy idea can become a fire boss for making non-standard and efficient solutions. In addition, most Employers pleasant to work with ambitious employees who demonstrate a willingness to inner handle any job. And it's always valuable. A man, obsessed with always something to offer and to be seen, delves into every task, and thus learns something new, his store of knowledge will be constantly updated.
This is due to benefit himself and a staff member and his organization. In short, the proactive and active employee boss always notices. But this does not mean that this will necessarily be followed by the upgrading. Then, the initiative should take into their own hands. Do not be shy to seek up or speak with the head of the increment to salary. But this must be done properly, namely: – Think what advances the company could not be achieved without you – talking with management about the results, rather than how you found it difficult – Please specify exclusive customers associated with the firm, through you – emphasize its role as an expert in the matter on which the authorities will always be able to address you. If the manager does not propose an increase in pay (promotion), and you are silent, we can give the impression that you are satisfied and an additional incentive you do not need. Or boss decides you are not silent from modesty, but because of the uncertainty – and these workers are generally not increased in the post. If the authorities do not respond to reasonable requests, keep on the brakes. The matter should be brought to the end: to increase the salaries or, alas, to dismissal. Do not tell this to the Chief! To provide an invaluable service to themselves and their careers, exclude from their working vocabulary, some phrases. For example: 'Oh !…' – This simple breath manager perceives as a hidden aggression. 'It's so easy! " – If you say this phrase and yet with a condescending tone, you probably call the offense from his boss. After all, he can put it this way: 'It is all ochevivdno! How can you be so thick-headed? " 'I've ever made. This is someone who needs it? " – Asking such a question, you are putting into question feasibility of their own work. "It's not feasible '- do not say so, even if it's really not feasible – the chief decides that you do not want to make the effort.
Habitually usually they distinguish two basic types of Coaching: The personnel and the executive. " is this last relation; one by one " traditional of Coaching one modifies from the entrance in game of " third actor" as she is the Organization, that she is the one that of habitual way asks for the Coaching for its employees, in the majority of the cases with the view put in the preparation and development of the same facing the profit of specific and concrete objectives. The reality says to us that although the Coaching begins to be a tool of use common in the great Spanish Companies, in the SME that still does not happen by diverse reasons, besides traditional the economic ones, that would be very tedious to analyze here and now. Consequently " exists; vaco" in the knowledge and the application of the tool between the majority of the directive class of the Spanish SME that, we do not forget it, par excellence constitutes the enterprise weave of this country and, therefore, you maintain basic of the economic activity. Conscious of benefits that contribute to the Coaching as far as the personal growth within the labor directive scope and the direct repercussion and immediate that this fact has habitually in the results of a SME, it is happened to contribute our sand granite to us to define one third via, that timidly begins to blunt in the world of the Coaching: The Professional Coaching. When a professional, is free or independent, or possessor of any labor position in a SME persecutes or a change in his race and to develop by the same his competitions and to grow professionally, or the one is the own Industralist that it tries that his own growth repels of direct way in his Organization, a process of realised individual Coaching with the professional constitutes an excellent tool that, with enough rapidity in the majority of the cases, allows to reach concrete objectives that in beginning are particular but intimately they are related to the labor scope.
Here the Company does not exist, but it is not personal Coaching either, because the goal pursueds are in syntony with purely professional objectives. Eight typical examples of those objectives that can facilitate a process of Coaching to that professional are: To develop or to emphasize the capacity of leadership of equipment and people to his cargoAdaptar themselves to changes internal or imposed by the surroundings, or promoting his to generacinPotenciar the own strengths and to discover (and to diminish) to debilidadesRescatar the own accumulated experience and to apply it to resolution situations to complejEmprender professionally of form to personalEncarar and to prepare request processes or negotiation with superiors or to clientesGestionar the loss and to transform it into opportunity of crecimientoGestionar the uncertainty and the continuous change Possibly many more, and more complex exist, but these are 8 of most typical. We create sincerely that professional free, independent or the same SME can benefit widely from the application of the Coaching, perhaps in processes less complex than in great, but direct and the solid ones as far as his direction to the obtaining of fast and quickly amortizable results. Original author and source of the article