Concluding Comments
There is perhaps no more poignant use of an organizational coach than to join with her client in reflecting upon past and present learning, and to engage in planning for future learning. Twenty First Century organizations are to be successful if they are “learning organizations.” The role of an organizational coach, as one who assists individual members of the organization with their own learning, is critical in this transforming process of moving from a stagnant and mechanistic organization to a dynamic and learning-full organization. All training and education activities in the learning organization must be coupled with complimentary services that assure both retention and transfer of that which is learned. Organizational coaching can serve this vital complimentary role
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