Coaching for Performance and Development Organization

The aim is to discuss how Coaching for Performance and Development Organization (CPDO) works and contributes to individual coaching and development as well as organizational development. This paper uses a qualitative method by reviewing the existing literature related to Coaching for Performance and Development Organization (CPDO) and looking at the findings from research over the last 10 years related to the variables in this paper. Discussion and reinforcement of the qualitative results of this paper provide answers and contributions. Overall, the role of the CPDO in today's work environment is critical, and its ability to adapt to change and integrate sustainability principles will determine its impact in the long run. The organization must continue to evolve and provide relevant coaching and training to help individuals and organizations thrive in the ever-changing world of work.

The aim is to discuss how Coaching for Performance and Development Organization (CPDO) works and contributes to individual coaching and development as well as organizational development.This paper uses a qualitative method by reviewing the existing literature related to Coaching for Performance and Development Organization (CPDO) and looking at the findings from research over the last 10 years related to the variables in this paper.Discussion and reinforcement of the qualitative results of this paper provide answers and contributions.Overall, the role of the CPDO in today's work environment is critical, and its ability to adapt to change and integrate sustainability principles will determine its impact in the long run.The organization must continue to evolve and provide relevant coaching and training to help individuals and organizations thrive in the ever-changing world of work.business practices may require additional investment, as well as encountering barriers in changing existing practices.
Coaching is needed in organizations to improve individual performance, build leadership, enhance teamwork, develop employees, address problems and increase motivation.It also helps organizations adapt to change, manage conflict, and improve adaptability.Coaching as an important tool in achieving the full potential of individuals and organizations.This paper aims to discuss how Coaching for Performance and Development Organization works and contributes to individual coaching and development as well as organizational development.

Coaching
According to (Fontes & Russo, 2018) Coaching in an organizational context is a process in which a coach works with individuals or teams to help them achieve their goals, improve their performance, and develop their skills.The coach provides guidance, support and feedback to the individual or team being coached to help them identify strengths and weaknesses, set goals and create an action plan to achieve those goals.Coaching can be used to address a variety of issues, including leadership development, team building, conflict resolution and career development.The ultimate goal of coaching is to help individuals and teams reach their full potential and achieve success in their roles within the organization (Carrell et al., 2021).
Coaching in an organizational context can take various forms depending on the specific needs of the individual or team being coached.This type of training focuses on developing leadership skills, such as communication, decision-making and strategic thinking (Ulanovsky, 2015), Career coaching helps individuals identify their career goals and develop a plan to achieve them.It can also involve developing the skills and competencies necessary for career advancement (Theeboom et al., 2014), Performance coaching is aimed at improving an individual's performance in their current role.It involves setting goals, identifying areas of improvement, and developing action plans to achieve those goals (Riddle & Pothier, 2012).
Skills training focuses on developing specific skills, such as public speaking, time management, or conflict resolution (Kodden & Hupkes, 2019) Executive coaching is aimed at developing the skills and abilities of senior leaders within an organization.This can involve developing strategic thinking, communication and leadership skills (Lefebvre et al., 2016).The theories on coaching provide an overview for organizations that have implemented or are about to implement coaching activities in the organization.

Performance
According to (Waal, 2021) Organizational performance refers to the ability of an organization to achieve its goals and objectives efficiently and effectively.It is an indicator of the extent to which organizations are operating well and how successful they are in achieving their mission.Organizational performance can be measured in various ways, depending on the specific goals and objectives of the organization, some common indicators of organizational performance include financial performance, customer satisfaction, employee engagement, productivity, and innovation, Organizational performance may vary depending on its particular context.For example, in the context of occupational safety and health, organizational performance can be defined as the organization's ability to reduce safety and health issues that affect workers and that are related to workers' relationships with the organization (Selamat et al., 2019;Zar, 2017).
To achieve high performance, organizations need to have effective leadership, a clear strategy, a strong organizational culture, and a focus on employee development and engagement (Ipinazar et al., 2021).Overall, organizational performance is a critical factor in the success of an organization.By measuring and improving organizational performance, organizations can achieve their goals, enhance their reputation, and create value for their stakeholders.

METHODOLOGY
This paper uses a qualitative method by reviewing the existing literature related to Coaching for Performance and Development Organization (CPDO) and looking at the findings of research in the last 10 years related to the variables in this paper.
Discussion and reinforcement of the qualitative final results of this paper provide an answer and contribution.

RESULTS
Searching for existing results from literature related to variables, studies of (Hsia et al., 2015) Organizational performance, job stress partially mediates the relationship between work overload, its contribution to the existing management literature by providing conceptual underpinnings and empirical evidence to understand the mediating role of managerial training directly affects job performance, and indirectly affects job performance, organizational citizenship behavior to individuals and organizations through the mediating role of workplace growth.(Raza et al., 2017).According (Ali et al., 2018) in the results of his research stated that managerial training has a direct positive effect on employee work performance, managerial training on work performance is also mediated through work involvement, quality of relationships between leaders and members, job satisfaction, and turnover intention.
Lack of appropriate training or understanding for many practitioners delivering youth sport (coaches and teachers).The implications of an incorrect or limited understanding in the context of youth sport training sessions are numerous, especially when the concepts of performance, competition and talent are used but not always understood, with the high level of exit rates perhaps being the most important (Philippe, 2019).
Further studies of (Bastari et al., 2020) stated in the results of his research that a positive and significant effect of transformational leadership on motivation, a positive and significant effect of transformational leadership on motivation, a positive and significant effect of managerial training on motivation, a positive and significant effect of managerial training variables on service performance, a positive and significant effect of organizational commitment variables on motivation, a positive and significant effect of organizational commitment variables on service performance, and a positive and significant effect of motivation variables on service performance.
In a research paper it is stated that group training provides many benefits, including problem solving, self-awareness, self-confidence, and people skills, is shown to strengthen employees' self-reflection and develop cooperation skills and a better understanding of the purpose and nature of their organization (Adriani, 2018).Employee workload and increase organizational commitment and reduce employee turnover intention In this kind of behavior has the potential to improve organizational performance (Qasim Shahzad et al., 2020).
Study of (Simmons et al., 2021) states in its research that low-income and minority students tend to benefit the most from these programs, potentially helping to reduce inequalities in academic performance.One intervention commonly used to improve the quality of pre-kindergarten classrooms is coaching; however, there is not yet a strong consensus on how coaching "should be done" in early childhood education, and there is considerable variation in the quality of coaching, the development and implementation of coaching models, and the benefits of this collaborative approach to pre-kindergarten coaching.Taking a collaborative approach to the development and implementation of prekindergarten coaching models resulted in interventions that met program needs, gained buy-in from different levels of administrators and staff, and helped build the capacity of school districts to use data in decision-making.
Training strategies can contribute to nurses' well-being, empowering them, and consequently providing clinical benefits to patients, through humanized care focused on the uniqueness of end-of-life patients and their families.(Costeira et al., 2022).Training-based leadership is positively related to work engagement through the mediation of psychological capital and in-and out-of-role performance through work engagement, a rewarding job that can positively impact well-being and performance in the workplace (Peláez Zuberbühler et al., 2023).

DISCUSSION
Coaching for Performance and Development Organization (CPDO) lies in its role in assisting individuals, teams and organizations to embrace change and realize their full potential.CPDOs provide guidance, training and development through coaching principles and development approaches.CPDOs are faced with the need to adapt to various challenges in today's work environment, including technological change, managing generational diversity, supporting remote working, focusing on mental well-being, promoting diversity and equality, addressing rapid business change, and integrating sustainability.In the face of these changes, CPDOs play a critical role in helping individuals and organizations overcome challenges and capitalize on emerging opportunities.
The importance of sustainability in CPDO training programs reflects a commitment to social and environmental responsibility, in line with the global trend of increasing concern for sustainability issues.In this context, CPDOs have a vital role to play in helping individuals and organizations achieve their goals, improve performance and maximize potential.By understanding and responding to phenomena such as technological change, generational diversity, remote working, and sustainability, CPDOs can provide relevant and effective services, creating a work environment that is responsive to change and committed to growth and development.
CPDOs play a key role in helping individuals and organizations meet challenges and realize their full potential in an ever-changing work environment.

CONCLUSIONS AND RECOMMENDATIONS
Overall, the role of the CPDO in today's work environment is critical, and its ability to adapt to change and integrate sustainability principles will determine its impact in the long run.The organization must continue to evolve and provide relevant coaching and training to help individuals and organizations thrive in the ever-changing world of work.

FURTHER STUDY
For future researchers, this variable can be used within the limited scope of the results of this paper, and in the context of organizations and human resources.

ACKNOWLEDGMENT
This paper can provide a benefit for research institutions and for other researchers who want to make references for further papers, this paper is a form of collaborative thinking from several existing campuses and lecturers.