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Question: Discuss about the Role of Different Coaching Styles on Personal Development of Employees. Answer: Introduction In the global business environment, coaching of the workforce has become a fundamental aspect of success. Various organizational stakeholders have evaluated the nature of competitiveness in the global business environment, an aspect that has made them come to the understanding of the value in coaching and training the workforce with the aim of personal and professional development (Ladenovic, Trunic, Djurovic, Vucic, 2015). With the complexity and advancement of the business, several innovations require continues adjustment of the skills and knowledge of the employees. In other words, it is theoretically relevant to say that more coaching for the employees leads to more efficiency in performance. Research Questions Even though training and development have become an integral part f human resource management functions in an organization, it is relevant to evaluate and find an answer to the questions: Are the different coaching styles adopted by the management of various organizations effective in meeting the personal goals of the employees? What are the impacts of the coaching styles on the employees? What impacts do they have to the overall performance of the organization? Aim of the Report: This paper thus seeks to evaluate this concept by focusing on the different coaching styles adopted in various organizations as well as the level of effectiveness of such styles in ensuring highly skilled, knowledgeable, diverse, and performance oriented employees. Evaluation and discussion According to Prince (2011), coaching is defined as the process that enables effective learning and development with the aim of employees performance improvement. Depending on the area of need for the organization, effective coaching requires proper skills, knowledge, and understanding of the desired process through the adoption of various styles, techniques, and skills that are relevant or appropriate to the context of coaching. In other words, coaching simply means the methods and strategies that are developed with the aim of helping others to develop, improve, find personal success, learn new skills, achieve objectives, and manage both life and professional challenges. In a systematic study, Pricne (2012) points out that coaching is mainly focused on addressing behavior, attitude, skills, and knowledge of the workforce with the aim of ensuring spiritual and physical development. However, when it comes business, care needs to be taken in understanding the aspects of coaching in its role for work, personal development, and business while not related to coaching in sports. In a systematic study on the effectiveness of coaching in an organization, Ladenovic, Trunic, Djurovic, and Vucic (2015) point out that 63% of companies and global organizations adopt the use of some of the internal coaching while only a half of the rest are planning to do so. Even though coaching is a smalls part of the job description for most the leaders and managers, the study also proved that nearly half spend less than 10% of their time in coaching other employees. With the limited time devoted to coaching, the management of various organizations should focus on the quality as well as the impact of coaching efforts of various leaders to ensure that it is effective and meets the target objectives. As a result, it is essential to understand the best style of coaching that can be effective in ensuring the personal development of employees. Types of coaching styles According to Turman (2001), it is necessary to understand the relevant coaching style that can be adopted in an organization. The same study denotes that the coaching style adopted is essential in increasing effectiveness, identifying development needs and strengths, and broadening thinking. Coaching can thus be accessed in the following aspects; In a systematic study, Turman (2001) denotes that democratic coaching can be adopted in an organization with the aim of inviting the employees to participate with the aim of achieving a self-coaching attitude. The same study denotes that the primary objective of this coaching style is to outline the primary objectives of the organization to the employees and allowing them to suggest the best strategies that can be adopted to achieve the set goals. It is a type of coaching often used by managers to encourage the employees that even their opinion counts in an essential aspect of decision-making in the organization. Democratic coaching hence encourages a sense of accountability, freedom, self-control, and introspection for the employees. In the end, the employees can become good decision-makers in diverse areas both in the organization and their personal life towards achieving better professionalism. In a systematic study, Lucey (2001) also points out that democratic coaching can be essential in career coaching as it gives the employees the opportunity of having control in their career path towards personal development. Career coaching- it is a career coaching activity that is focused on individual concerns with the trainer eliciting and adopting feedback on the capability of the individuals as an integral component of career progress for the employee. In other words, career coaching is aimed at increasing clarity, forward action, and personal change. Performance coaching- the coaching activities here primarily focus on enhancing the individual performance in their specific role of work. This kind of performance is aimed at increasing the productivity and effectiveness of work. In many cases, performance coaching helps in deriving its theoretical underpinning as well as models from business as well as the general psychological theory. On the other hand, skills-coaching is a form of coaching that is focused on the core skills needed by an employee to ensure effectiveness in their role of performance. According to Hiland (2017), skills coaching provide adaptive, flexible, as well as just-in-time knowledge and skills for personal development. When adopted in an organization, the coaching program is tailored to specific employees with the focus on achieving certain skills and development objectives that are perceived to be absent on the employees but are a need of the organization. Life or personal coaching is a style of coaching that is aimed at providing support to the employees with the desire to achieve significant changes in their personal life in certain areas they feel is effective their professional performance (Gregory Levy, 2011). In this case, the coaches assist the individuals in exploring what they desire to achieve in life as well as how they can achieve their aspirations to fulfill their life and professional objectives. In the same perspective, organizations adopt executive coaching, which Prince (2011) points out as a one-to-one performance coaching that is getting an increasing recognition as the most effective way for organizations as well as individuals to effectively improve their performance. The same study denotes that improving the performance of essential stakeholders in the organization such as leaders, HRM managers, CEOs, etc. It is easy for the skills gained to be adopted in the management and passed to the junior employees as well, an aspect that will lead to the success and performance improvement of the whole organization. However, executive coaching in an organization is often delivered by external experts whose services are ordered by an agreed duration, a number of coaching seasons, and the payment for every session. In a systematic review, Lucey (2001) points out that the performance of the employees in an organization can be affected by several factors, some of which can be contributed to the working environment or the personal life of the employee. As a result, there is a requirement of a holistic approach that can evaluate the employee with the aim of identifying both internal and external issues that affect performance. As a result, it is essential to adopt a holist coaching, often adopted by many organizations with the focus of holistically addressing the concerns of the workforce. In a study on Google Inc, Hiland (2017) points out that 95% of the management adopts a holistic approach as it rests by addressing all issues both for the organization and the employees. According to the study, all aspects of an individual performance rest or depend on the web of interconnected with a course and an effect. According to the holistic coaching theory, changing one aspect of our lives often leads to an inevitable change in the other aspects as well, hence a need for evaluation a whole life cycle to achieve performance equilibrium (Cappelli Tavis, 2016). A holistic coaching approach hence helps the employees to have a clear understanding of how their actions can affect the organization hence giving them a greater sense of purpose, greater self-satisfaction in every detail of improvement, as well as a calmer disposition. Research plan In the process of trying to understand the effectiveness of various aspects of coaching, it is essential to adopt a research plan that will focus on some of the coaching styles while monitoring the results for the effectiveness of the study. For instance, other types of coaching include work shadowing that is adopted as a means of identifying the behavior of an individual about productivity. It is identified as an excellent approach to getting immediate feedback towards the behavior of an employee with the aim of discussing on alternative ways of handling possible similar future situations that can affect progress, development, and performance. Team facilitation is also essential in budgeting and strategic planning with the aim of coaching a team before a presentation on particular skills the company would want to show to the audience. Work shadowing will thus be adopted to understand the impact of coaching on various medium-sized organizations. Conclusion Just like mentoring, coaching is essential in every aspect of the lives of employees and the organizational performance as it allows both the individual and the business or corporate client to achieve a sustainably full potential effectively. Coaching hence facilitates the need for exploration and motivation of achieving the desired skills hence considered a thought process of assisting the employees to make real and lasting change for themselves as well as the organization. Rather than taking a wholly directing approach of sorting performance issues, coaching helps in identifying actions and solutions that are geared towards setting realistic goals of progress in an individual. It gives the employees the opportunity of acting, listening, observing, and asking questions on different aspects that at the end will improve their competencies rather than just focusing on the goals of the organization and ignoring the welfare of the employees. References Cappelli, P, Tavis, A, (2016). The Performance Management Revolution',Harvard Business Review, 94, 10, pp. 58-67, Business Source Premier, EBSCOhost, viewed 25 August 2017. Gregory, J, Levy, P, (2011). It's not me, it's you: A multilevel examination of variables that impact employee coaching relationships',Consulting Psychology Journal: Practice And Research, 63, 2, pp. 67-88, PsycARTICLES, EBSCOhost, viewed 25 August 2017. Hiland, A (2017). 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