Thank you for your interaction and for highlighting the connection between coaching in project management and ONA. You're spot on in noting how coaching extends beyond basic task management to focus on personal growth and team collaboration, similar to ONA's emphasis on individual strengths within a team.

In terms of practical impact, one of my most insightful

instances involved managing conflict between two colleagues with clashing work styles. By engaging in coaching with the more coachable colleague (unfortunately, not everyone accepts coaching, usually due to a lack of growth mindset and a wish to save face), we facilitated a shift in his perspective. He focused on what he could do differently to understand his teammate's approach, leading to influencing the teammate and establishing more effective collaboration with a significant improvement in their working relationship.

Have you encountered similar instances where coaching or ONA led to noticeable changes? I'd love to hear more about your experiences.