Тhe article is devoted to сoaching inside organizations.

1. The article presents an analysis of the basic principles of coaching and types of coaching.

2. Additionally, the article discusses the sequence of the stages of coaching.

3. To begin with the author gives a detailed description of types of coaching. -Personal coaching (executive development sessions). They cover helping or developing the executive’s potential. The reasons of intervention more common are; decision taking, conflicts, stress, resources research, competencies development, help on promotions, etc. -Group coaching (team dynamics). The objective is to create a dynamic group of people or directors. The interventions normally are; problem solving, creativity sessions, conflicts, etc. -Coaching training (developing coaching skills). This allows the participants to develop their competences as coaches so they can bring forward the potential of their subordinates and improve their performance. -Auto-coaching. When we use the coaching methodology for our own development.

4. In the article, the author argues that coaching is based on 3 principles. The principles it is based are: 1. Coaching focuses in future possibilities and not past mistakes. For getting the best of people, the coach must believe in their potential. What we believe about other’s capabilities have a direct impact in their performance. 2. Coaching work is based on a trust and confidentiality relationship between the coach and coachee. 3. The coachee doesn’t learn from the coach, but from himself encouraged by the coach. Although sometime is not easy, the coach must avoid transfer his own experience to the coachee, because if so, he will be breaking one of the basic principles of coaching.

5. 1. Description of the desired situation (objective/goal) 2. Description of the current situation (improvement or difficult area) 3. Options and resources map (creation and selection) 4. Action Plan (specific action plan) 5. Results (control and follow-up)

6. At the end of the article the author considers that coaching brings value to organizations because; · Improves the performance of people. · Develops its potential. · Improves the relations between manager-subordinate. · Promotes leadership. · Helps with motivation. · Increases involvement and commitment. · Reinforces self-esteem.