Every organization has its own approach to performance management and coaching. But all models view coaching as interactive. When you coach, you listen actively, ask questions, share views, and negotiate solutions. You give and receive feedback.

Coaching helps individuals grow as professionals and contribute fully to the success of an organization. Done well, it can turn performance management into a collaborative process that benefits everyone.

Coaching focuses on what needs improvement and what's going well. The overall goal is to help people become more effective. You coach individuals to help them overcome personal obstacles, maximize individual strengths, and reach their full potential.

In today's environment of changing technology and evolving organizations, coaching can have a strategic impact. It provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource people for the long-term benefit of your organization.

Due to the need for leadership development, increased management performance and succession planning, companies are focusing more closely on building the capability of managers and executives through coaching and mentoring programs. About 6 out of 10 (59%) organizations currently offer coaching or other developmental counseling to their managers and executives, according to a nationwide survey of more than 300 companies by Manchester, a human capital consulting firm. Another 20% of organizations said they plan to offer such coaching within the next year.

Since it's becoming harder to train and keep effective employees, it is clear that companies are interested in providing executive coaching to managers who are able to improve productivity by energizing, exciting and coaching their direct reports.

Questions or Comments?