COACHING AS AN ELEMENT OF THE ENTERPRISE MANAGEMENT SYSTEM: THEORETICAL AND METHODOLOGICAL ASPECTS

Abstract

The article examines the complex theoretical and methodological aspects of coaching as a fundamental element of the modern enterprise management system. In the context of globalization and the rapid development of the business environment, companies are increasingly focusing on the development of human capital as a key resource for ensuring market competitiveness. The research analyzes the essence of the concept of coaching and explores the main scientific approaches to its interpretation, distinguishing it from traditional training methods like mentoring or consulting by focusing on the employee's ability to find solutions independently rather than just receiving information. Particular attention is paid to the role of coaching in personnel management and its importance for the strategic development of an enterprise's labor potential. The study reviews the views of domestic researchers such as I. Mykolaichuk, L. Tertychna, and A. Dehtiar, alongside international scholars like Anthony Grant, Michael Cavanagh, and David Lane. The author identifies several methodological approaches to coaching, including the systemic approach (integrating development with strategic goals), the competency-based approach (focusing on leadership and communication skills), and the psychological approach (enhancing internal motivation and self-awareness). It is determined that coaching performs a multidimensional role, contributing to increasing employee motivation, developing professional competencies, improving horizontal and vertical communication, and enhancing the adaptability of personnel to organizational changes. The research substantiates the functions of coaching, such as the development of self-awareness, reflection, and psychological support during transformations. The methodological part of the article identifies the main tools for implementing coaching, specifically focusing on the GROW model (Goal, Reality, Obstacles/Options, Way forward/Will), as well as models like OSKAR, CLEAR, and FUEL. The study highlights that effective managerial coaching requires specific training for leaders to shift from a control-based style to a partnership-based management style. The research concludes that coaching is a strategic tool for enterprise development, ensuring long-term growth of human capital and management efficiency.