Coaching laboral: uma alternativa para a educação continuada
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O presente estudo tem como objetivo principal analisar e compreender a perceção de diferentes gestores de Pequenas e Médias empresas (PME) sobre o processo de coaching. Para o efeito, investigou-se sobre as organizações positivas, clima e cultura organizacionais, formação profissional e coaching, tema central do estudo. Procurou-se enquadrar o processo de coaching no âmbito das organizações positivas, caracterizadas por uma cultura organizacional adaptativa e estimulante, e com práticas formativas convergentes com o desenvolvimento profissional. A metodologia de investigação subjacente ao estudo é de cariz qualitativa, tendo-se utilizado como técnica de recolha de dados a entrevista semiestruturada. Para o efeito, foram realizadas cinco entrevistas a diferentes gestores de empresas. Pela análise dos discursos dos entrevistados, pode afirmar-se que os planos de formação profissional das empresas, incidem em áreas técnicas e de desenvolvimento pessoal, verificando-se que apenas uma empresa utiliza o coaching como método de desenvolvimento profissional. As restantes empresas utilizam outros métodos de formação e desenvolvimento de competências, verificando-se, no discurso dos entrevistados uma valorização das soft skills e não apenas de competências técnicas. Os gestores entrevistados consideram o processo de feedback importante para o desenvolvimento profissional dos trabalhadores e admitem que um aspeto a melhorar na relação chefia-trabalhador é o processo de comunicação. A partir da pesquisa realizada é possível perceber que o coaching é uma prática conhecida, mas pouco praticada pelos gestores de PME entrevistados, sendo que para a maioria, esse conhecimento resulta apenas de “ouvir falar”.
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