AMIR has the mission of offering diversified services to micro finance institutions in order to professionalize the Rwandan MF sector and thus contribute to sustainable economic development and poverty reduction. One of AMIR’s core tasks is to support the MF sector with the implementation of sustainable know-how, that means knowledge which does not leave the company with the concerned staff dropping out of the company. In this context, AMIR now approaches a coaching concept especially for its bigger members.
Coaching serves as a bridge between apprenticeship and practice. The Coach acts as a mirror for the coachees also unconscious acting is detected which leads to an increased sensitivity for the own behavior. This is usually the initial trigger for a change in behavior. What is more, the coach and the coachee work on equal footing to accomplish their common purposes. Having executed several coachings, they are getting more familiar with the other one’s expectations and practice. Communication and collaboration will improve this way. Coaching can be used as a device to deal with challenges before they become major difficulties as well. Difficulties can be said right out in the open and the coach and the coachee can jointly find an eligible way out. Besides, all the aforementioned benefits qualify coaching as an effective instrument for development and sales controls, which finally leads to an increase in sales and profits.
How shall sustainable knowledge be gained and preserved inside the company?
AMIR, with the support of SBFIC, a German NGO, specialized in financial education developed a coaching concept which will enable the enterprises to benefit from once-gained knowledge in the long run. Company’s success story begins with a couple of skilled workers who are passionate with what they are doing. This is where AMIR’s coaching concept begins. Some selected workers- mostly the HR managers- will get a Training of Coaches. By the end of their training, these employees are going to be coaches in their MFI. This means they have both the technical expertise the company needs to prosper as well as the ability to help their colleagues achieving their full potential. The coaches will thus transfer their expert knowledge to their colleagues (training of trainers). This enables the staff to extend their competences and to generate a permanent pool of knowledge which stays inside the company.
After all, this concept is going to pave the way for sustainable human resource development and thus secure both the creation of sustainable know-how transfer as positive business development.