Buy research paper: Critical Analysis of the concept of performance coaching as a tool to improve individual performance.

RESEARCH HYPOTHESIS
The implementation of coaching is essential in the contemporary business environment. It proves beyond a doubt that modern companies do need to improve the performance of their employees. To meet this goal, they need to maintain effective coaching. In this respect, it is possible to suggest a hypothesis that effective coaching can lead to the consistent improvement of individual performance. There are a number of ways to improve individual performance – one such way is to engage the employee in continuous performance discussions. Such discussion can also build up to performance discussion or improvement of the overall team. The key goal of many managers is to have a team of constantly performing and continuously improving employees. Hence, performance discussions can be very useful for senior managers to measure the overall effectiveness of their management team and the overall level of performance improvement that is occurring on an ongoing basis. In such a context, it is possible to suggest a hypothesis that coaching can improve employees’ performance on the condition of the effective organization of coaching.

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3.1 Effective Coaching Contributes to the Improvement of Individual
Performance
In fact, coaching comprises an integral part of functioning of modern organisations. Therefore, modern organisations attempt to maximize the effectiveness of coaching. In such a situation, it is important to understand the fact that the work of employees becomes more and more complicated in the contemporary business environment. At this point, it is necessary to take into consideration several factors. First, the progress of technologies raises new challenges and poses new problems employees have to overcome. Naturally, they cannot tackle these problems and start using new technologies without coaching. This is exactly where coaching becomes particularly important. On the other hand, it is obvious that, if employees get training and if a coach succeeds in coaching employees to use new technologies and to tackle problems associated with the use of new technologies, than employees are likely to improve their individual performance. Employees capable of easily using new technologies are more effective and productive than employees, who cannot use new technologies. At the same time, coaches can teach employees how to learn to use new technologies. Therefore, coaching may have a long-lasting positive impact on the individual performance of employees.

Furthermore, many companies suffer from internal problems and poor interpersonal relationships. It proves beyond a doubt that poor interpersonal relationships lead to the poor individual performance as well as to the overall decline of organisations with such problems. Coaches can help clients to improve interpersonal relationships through coaching sessions. Therefore, coaching will have a positive impact on the individual performance, if clients learn positive models of behaviour and develop positive interpersonal relationships with other people working within the organisation.
In addition, coaching contributes to the solution of both internal and external problems that employees can face in the course of their work. In such a way, coaching is grounded on the complex approach to the resolution of existing problems of employees that prevent them from effective organisational performance. In actuality, the resolution of both internal and external problems is likely to lead to a consistent improvement of the work of employees and to the improvement of their individual performance. At the same time, coaching can strengthen the relationships within the organisation between the personnel if people undergo systematic coaching sessions. Thus, they can communicate with coaches and get essential coaching to tackle the problems they face. As a result, the individual performance of employees improves. On the other hand, the improvement of the individual performance of employees is likely to lead to the overall improvement of the organisational performance because the work of each individual within the organisation affects the performance of the entire organisation. However, to extrapolate the improvement of the individual performance on the organisational performance, it is necessary to develop effective interpersonal relationships within the organisation and to form a positive organisational culture. In this regard, coaching alone is apparently not enough because coaches can just back up the current policy and organisational culture, whereas managers and policy-makers define the strategic development of the organisation. Nevertheless, if the organisation maintains a positive organisational culture and creates favourable conditions for the realization of the full potential of each employee, coaching can help to improve both individual and organisational performance.