Coaching to Promote Organizational Leadership Effectively

Abstract

In recent years, many organizations have faced increasingly complex economic, social, and technological changes. This has led to a shift in leadership development from a directive approach to a paradigm focused on creating internal learning and potential. The purpose of this article is to explore the meaning, principles, and conceptual framework of coaching, and to analyze the role of coaching in promoting organizational leadership. Through a comprehensive review of both Thai and international research, this article reveals that coaching is not only a developmental communication skill but also a strategic tool that can enhance self-awareness, emotional regulation, goal accountability, and self-management among leaders in the contemporary workplace.

          The synthesis of findings indicates that effective coaching is based on trust, psychological safety, and the use of deep questioning methods coupled with critical reflection. These elements are crucial in developing the core capabilities of leaders, including systemic thinking, vision setting, creative communication, and empowering followers in alignment with organizational culture. Furthermore, the article suggests that coaching can function as an organizational-level mechanism that supports continuous learning, team collaboration, and structural adaptation in volatile environments. The overall analysis reflects that coaching is not merely a personnel development technique but an integral component of organizational development strategies aimed at creating leaders who are modern, adaptable, and capable of sustainable change.