Essays on Effectiveness of Workplace Coaching Literature review

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The paper "Effectiveness of Workplace Coaching" is a great example of a literature review on human resources. There is growing evidence to suggest that workplace coaching is an effective human resources development (HRD) intervention for improving individual and organizational performance. Coaching seems to be the new buzzword in relation to the issue or essence of development. Professional coaches are springing up in great numbers, as well as diverse guises with reference to executive coaches, business coaches, performance coaches, and so on. These people come from diverse backgrounds with reference to training, human resource, psychology, and sports coaching, thus the perfect platform for integration and incorporation of diverse approaches.

From this perspective, coaching is increasingly becoming a popular tool or technique towards offering substantial support to the achievement or realization of personal development. In the course of understanding the influence and implication of coaching in HRD, it is ideal to focus on assessing elements or characteristics of workplace coaching. In the first instance, workplace coaching tends to exploit a one-on-one development platform while aiming to help employees develop in specific ways such as improvement of performance (Burke & Linely, 2007).

In addition, workplace coaching is an approach, which allows the employee to experience coaching with the intention of gaining awareness and insight rather than direct imparting of knowledge or information on what to do or learn (Bowles & Picano, 2006). In this context, coaches do not offer direct advice in relation to the growth and development of the employees in pursuit of competitive advantage, effectiveness, and efficiency within the market and industry of operation. Workplace coaching tends to focus on helping individuals to achieve or realize specific or particular goals within the relevant action in the company or business entity.

Coaching incorporates the needs and preferences of the target audience rather than the person imparting the essential information or knowledge for the development of the employee.  


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Bowles SV & Picano JJ, 2006, “Dimensions of coaching related to productivity and quality of life.” Leadership & Organization Development Journal, 28 (5), 388-408.

Burke D & Linely PA, 2007, “Enhancing goal self-concordance through coaching.” International Coaching Psychology Review, 2 (1), 62-69.

Wilson C, 2007, “Best Practice in Performance Coaching: a Handbook for Leaders, Coaches, HR Professionals and Organizations.” London, Kogan Page.

Wilson C, 2011, “Developing a Coaching Culture.” Performance Coach Training, 1-9.

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