Today it is difficult to imagine the development of business without the development of people who daily perform the tasks of the enterprise. The logic is simple: the more efficient people are, the more successful the business will be. In the modern corporate culture of various organizations, the development of personnel by coaching is increasingly common. This approach indicates a high level of development of the company in terms of attitude to human resources, that high-level values ​​are cultivated in it. I propose to understand in what cases and in solving which specific business problems coaching will be an effective approach, as well as what types of coaching are most effective in solving managerial problems.

1. Sales coaching. For example, you work in a sales company as a manager or hold a position in the HR department (i.e. in a company that is engaged in sales in some format). And when you watch the sales people at work, you see the following:  

• one of the employees is demotivated for some reason, and there is no energy in his actions to interact with customers. Hence the failure of the plan and his low personal sales figures.
• a new employee with great potential, falling into the first critical hole (and there are only two of them, the first happens in the interval from 1 to 3 months of work in the company) is on the verge of being fired. This works if the company is interested in the employee.

• you see that the employee is very nervous, aggressive, speaks abruptly with customers, which naturally affects their loyalty to your organization.

• you see that the performance of a sales specialist is falling and you do not understand why.

• your head of sales department does not develop a portfolio of clients. He does not see the markets in which the company can also operate.

• your head of the sales department cannot build the processes in the unit necessary to fulfill the set plan

And so on. The important thing here is that the employee himself needs to understand that something needs to be changed and work on himself. If this understanding is present, the process of finding a solution to the situation will be easier and more efficient.  

2. Executive coaching. You work in a company from any field of activity and hold a position in the HR department. Your company has a very well-organized training and development process for staff. In what situations can coaching of department heads be a solution?

• Your company has implemented an annual management assessment, and you understand that a number of managers will not be able to pass it. Coaching can be used to prepare for the assessment.

• one or more heads of departments in the evaluation process failed to prove themselves on some points. Coaching can also be used to develop these competencies.

• you see that the manager has poorly developed managerial skills.

• you see that the leader is not a leader for the team, and this is the reason for some disorganization of actions within the unit, which affects the efficiency of work.

• you see that there is an informal leader in the unit, and the immediate head of the unit cannot keep his managerial position.

• the head cannot find a way out of the current situation in the unit.

• the leader uses only a directive management style, and employees are afraid of him, do not trust him, do not escalate (transfer up to their immediate supervisor) the problem that has arisen.

And so on.

3. Shadow (shadow) coaching. From the word shadow - shadow. This is an approach that is usually integrated into the employee development process through a series of coaching sessions. It implies direct observation of the employee in the process of important meetings, negotiations, holding meetings, meetings, in important contacts with employees. With this approach, the coach will be able to provide high-quality and more complete feedback to the employee regarding the skills being developed. In other words, in the mode here and now, draw the attention of the employee to the actions that he performs. The employee's awareness of the situation at a particular moment is greatly increased.  

4. Team coaching. It is a way of applying the principles of coaching to the team as a whole.

• when it is necessary to form a common team view of the current situation and find a solution together.

• when it is necessary to improve the effectiveness of communication within the team.

• when it is necessary for everyone to find a way out of the current problem story together.

I can say that departments that practice team coaching are more cohesive and, as a rule, united by a common goal. And, of course, when working with an individual employee development plan, other types of coaching can be applied: emotional coaching, public speaking coaching, etc., if the solution of the tasks set requires the use of these types of coaching.