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Impact of Coaching Strategy in Team Leading Skills

Principles for Managing the People of the Organization


Coaching offers benefit to the individuals in several ways as, it enables individuals to utilize their full potential and also helps to work on their own weaknesses. A Coaching Culture means moving away from the traditional control and command model, into one which encourages independent working and responsibility amongst employees. A coaching approach fosters a more self-directed way of working. Coaching is growing in popularity because of the value it adds to staff relationships, team working, as well as individual and organizational productivity.

Coaching allows the intensity of communication among the work force which leads to less misunderstanding and misinterpretations and after coaching sessions the line managers could feel the increased team approach, co-operation and joint effort. The rise in the competitive pressure has forced both the public and private organizations to acclimatize the international competition and bring changes within the organization. Such decisions involve the effective communication of HR policies across the organizations. It could be done by the line managers who everyday deal with the staff and he is the person who is entirely responsible for getting effectual performance from the workers and for ensuring proper training and development program for them.To motivate the employees, the manager needs to impart training and development programs to the staff. By delegating responsibility of HR policies, the line managers are given an opportunity to get connected with the day to day people management decision making process.

Line managers are thoroughly concerned in the selection, assessment and the overall growth of their subordinates. In today’s intense competitive market, the managers need to focus on these activities because they are the people who are directly interacting with their staff on a regular basis and are eventually liable for their subordinate’s on the job performance.

This dissertation writing is mainly aimed to study the impact of coaching strategy on the efficiency of line manager’s team leading skills. Primary data has been collected with the help of Questionnaire and response of the participants has been collected through interview and survey method. Secondary data is collected through books, journals and articles, analysis has been done to reach the conclusion it has been evaluated from the research that coaching plays a vital role in an organization.

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Coaching culture is defined as the principle that accepts the various practices of coaching as an internal method of handling and managing the people of the organization. It identifies the worth of people of the company and benefits of implementing a coaching cuture in the organization. Coaching in an organization helps in engaging the employees and offers affinity of low attrition rate in the organization. On this aspect various definitions are offered in this respect: : "A process that enables learning and development to occur and thus performance to improve. To be a successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place" (Parsloe, 1999)

Coaching has gained popularity in the present era as it directly influences on the training and development of the employees of the organization. It is mainly a culture which believes on sharing the knowledge and provides chances of up-liftment to enhance the managerial capabilities and talent of the employees. Coaching is a type of strategy that helps in developing leaders for the organization and presents a framework that aids in monitoring the success of the employees and the firm. Coaching sessions offers many types of benefits to the team members like it develops a positive attitude in the leaders, ensures that every team member is focused in the organization, it flows in all the direction of the firm, team members becomes passionate and keyed up and these sessions helps in developing a effective interpersonal skills among all the members of the team. (Parsloe, 1999).

A Coaching Culture’ means moving away from the traditional control and command model, into one which encourages independent working and responsibility amongst employees. A coaching approach fosters a more self-directed way of working. As Redshaw states in his 2001 article, “Do we really understand coaching? How can we make it work better?” for the Industrial and Commercial Training Journal: “Coaching has enormous benefits for both organizations and for the individuals they employ. When good coaching is widespread, the whole organization can learn new things more quickly and therefore can adapt to change more effectively. Individuals not only learn the new skills they are coached in, they also become better and proactive learners. For coaching to be effective in an organization, a supportive climate is required; one where coaching is regarded as a normal part of managing and where greater importance is placed on learning from mistakes than on blaming people for them. This is too often overlooked by many organizations which wish to introduce coaching. Effective coaching requires that both organizations and the learning establishments that support them, adopt a more informed strategy to develop coaches and to build and maintain a climate where coaching can happen”

1.2 Company background

Reliance industries is a multinational corporation which is having its headquarter in Mumbai. It is India’s biggest private sector organization and deals in various good and services. This group was founded by the great entrepreneur Dhirubhai H. Ambani. Reliance is a major player in the petrochemical sector of India. The company is on the way of improving its production globally and is working hard to enter into various sectors of the market. It is the first Indian organization that has come in the ranking of the world renowned magazine of world’s topeest companies i.e. Fortune Global and has come in the ranking of 117th in all around the world. Reliance annual revenue is around US$ 66 billion and enjoys a leadership globally through its various businesses.

  • Reliance industries are focusing a lot for developin efficient coaching culture in the organization. It presents various types of coaching sessions to the team members to develop efficient leaders and also focuses on the enhancement of the managers team leading skills.
  • Reliance pays attention on the development of the employees and has conducted several sessions on coaching to enhance the productivity of its employees. The company has organized more than 1400 programs of coaching and has covered its nearly 8000 employees.
  • This organization pays lot of attention in the training and development of its employees and offers many types of schemes for the with the help of several other consultants in order to deliver efficient quality of coaching programs to the team members.
  • Reliance is also making different leadership programs for their senior managerial personnel to develop competent leaders for the organization.

It is been clear from the above discussions also that Reliance aims towards building up people with strong functional skills and gives significance to the different types of strategies of coaching in the organization in order to build up valuable and competent manpower in the company.

1.3 Reason for the study

The research was carried out in the reliance industries one of the leading industries of India, the researcher carried out the survey to evaluate the impact of coaching strategy on the line manager’s team leading skills. During the survey focus was given to assess the amount up to which the coaching strategy acts as a competitive benefit for the organization and as well as to evaluate that how coaching strategy is beneficial for the line managers in managing a team. This report will help the researcher to analyze and assess the significance and requirement of coaching strategy in any organization and how these strategies could be beneficial for the line managers in management of people.

1.4 Aims and Objectives

The primary aim of the study is to be able to study the impact of coaching strategies on the manager’s team leading skills in the organization. The objectives can be summarized as follows:

  • To analyze the extent to which a coaching strategies as a competitive advantage in the reliance industries.
  • To evaluate the impact of coaching strategies on the manager’s team leading skills in the reliance industries.
  • To make recommendations to reliance industries based on the conclusions that are drawn from the study

1.5 Research Questions

The research questions are designed to be able to help in guiding the study and to ensure that the study remains focused.

  • To what extent does a coaching strategies act as a competitive advantage for manager’s reliance industries?
  • What is the impact of coaching strategies on manager’s team leading skills?

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  • Anderson, M, C, (2001) Metrix Global ROI Study, Metrix Global , LLC, USA.
  • Augnis.H, Kraiger.K., 2009. Benefits of Training and Development for Individuals, Teams, Organizations and Society. Annual Review of Psychology. 60(10). pp. 451-474.
  • Barnett.M. 2009. Coaching in the Workplace. Journal on Human resource. Available through:<>. [Accessed 25 May 2012].
  • Bell.C.R., 2006. Coaching for high performance. Sam Advanced Management journal, pp.27-47.
  • Berry.D., 2003. An Evaluation of Mentoring to Develop a Strategy for facilitating the Objectives of the Employment Equity act. Port Elizabeth Press.
  • Biech, E., 2007. The Business of Consulting: The Basics and Beyond. 2nd ed. John Wiley & Sons.
  • Bigelow, B. (1938). Building an effective training program for field salesmen. Personnel, 14, 142-150.
  • Bluckert, P., 2005. Critical factors in executive coaching – the coaching relationship Industrial and Commercial Training, 37(7), pp.336 – 340.
  • Bluckert.P., 2004. The state of play in corporate coaching:current and future trends. Industrial and Commercial Training. 36(2),pp.1-4.
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