Coaching Within Organizations


Coaching often employs in organizations as a means of improving the performance of the staff in one’s various allocated tasks and positions. It is essentially a form of training in which one person mentors another. The coach can be from inside the organization or outsourced for the specific task of training staff members. Training is invaluable to organizations since it can help solve the myriad of challenges that these entities face such as rapid employee turnover, change in management and evaluation of performance by the organization’s staff.


Coaching is able to solve the above issues within the organizations since it provides a simple platform for expediting the orientation of new leaders and assimilation of new employees as well as improvement of the current workers and management skills. From this perspective, the company can more easily accept the dismissal of employees and if necessary, the transition process is often smooth. One example where an organization has engaged in coaching is Microsoft Inc. The founder, Bill Gates, stepped down from his position as CEO and later as chairperson to allow Satya Nadella to run the corporation, however, according to Microsoft, Bill Gates shall stay on the board to support Nadella in shaping product direction. This is an excellent example of coaching that ensures the organization does not feel a vacuum in management by the departure of a chairperson or CEO (Bianco-Mathis, Roman, & Nabors, 2008).

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Despite the effective nature of the coaching approach, there are still many things that organizations can do to achieve an effective performance management system. Some of these alternative and complementary approaches include learning management systems for employees, scheduled performance reviews of workers and engagement in corporate social responsibility.

Training management systems are critical in helping the employee constantly improves in their areas of expertise without having to take study leaves, it sharpens the staff’s performance continuously. The latter approach helps ensure that the members of the company are often on their toes as they carry out their duties, in fact, this method may incorporate an incentives option to boost employee performance. Last but not least, corporate social responsibility helps in execution management since it indirectly encourages the employees to work hard once they see their company gives back to the society and proud of it. These methods of performance management are important due to their unique areas they address and how each interacts with the various individuals in the organization, as a matter of fact, they should be used in conjunction with one another so as to achieve maximum effects on the performance of the employee.

Different entities have engaged in detailed performance management systems, examples are Microsoft (discussed above), Coca-Cola and McDonald’s. Microsoft employs coaching as demonstrated by Bill gates supporting Nadella (Wash, 2006). The Coca-Cola Corporation utilizes corporate social responsibility and internal performance reviews to gauge and encourage employee participation while McDonald’s has various training programs targeted at helping workers advance in their careers so that they can offer better service to the organization (, 2017).


Performance management initiatives are vital for any organization, big or small, as they provide a basis for modeling the employees of the first line within the organization objectives, which are a key part of strategic management. From this perspective, it is critical that companies have their custom performance review tools and techniques that help them devise their current position internally and externally. The tools discussed in this paper should be used in collaboration for effective results, in fact, they overlap.



Bianco-Mathis, V., Roman, C., & Nabors, L. (2008). Organizational coaching: building relationships and strategies that drive results. Alexandria: Association for Talent Development. (2017). Changing the game through training and education. Retrieved on April 15, 2017 from

Wash, R. (2006). Microsoft announces plans for july 2008 transition for bill gates. Retrieved on on April 15, 2017 from