How can "coaching" be defined in a managerial context?

In a managerial context, coaching is best defined as providing feedback to improve performance. This definition emphasizes the interactive and supportive nature of coaching, where a manager works closely with employees to enhance their skills, address challenges, and facilitate personal and professional development. The essence of coaching lies in the ongoing dialogue and relationship between the manager and employee, where constructive feedback is used to guide the employee towards higher performance levels.

This approach focuses on enhancing the individual's strengths and addressing areas for improvement in a tailored manner. Effective coaching not only acknowledges performance outcomes but also encourages employees to reflect on their work and develop actionable strategies to enhance their capabilities over time. It fosters an environment of continuous improvement, engagement, and personal growth, which is crucial for organizational success.

When compared to the other options, the emphasis on individual feedback distinctly captures the essence of coaching, while directing employees towards tasks, training in new technologies, and conducting assessments are more one-dimensional approaches that do not encapsulate the holistic, developmental nature of coaching in management.