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THE MANAGERS ROLE IN COACHING It should be clear that an employees direct supervisor bears a major responsibility for coaching. Many people in an organization can serve as mentors, teach new skills, or help overcome specific problems. For example, peer and team coaching can be used for various developmental purposes.45 Many business professionals today are making use of a personal coach (also called a life coach or executive coach) from outside the organization to assist them in their professional development.46 However, despite such examples, coaching most often occurs within the context of an ongoing relationship between an employee and their supervisor.47 It is the supervisors responsibility to ensure that the work unit meets its goals, and this means ensuring that employees perform their tasks effectively. The supervisor delegates assignments, establishes standards, and monitors performance, and is therefore uniquely equipped with sufficient information, opportunity, and authority to carry out coaching effectively. Someone outside the work unit who does not perform these tasks may lack the information, opportunity, and authority to coach effectively. In some work teams, team members may also act as coaches.48 However, while team members may have the information and opportunity to function as coaches, in many cases they lack the clear authority to do so. One of the challenges of using self-managed teams is to define the role for the manager to whom the team reports as well as the roles for team members. Often, one of the primary roles of managers in team-based organizations is that of coach.49 Werner, Jon M.. Human Resource Development: Talent Development (p. 324). Cengage Learning. Kindle Edition.