Coaching is usually focused on giving the leaders additional skills to improve their competence. For example, when new employees are engaged in a company, they usually possess some skills but have little experience in the organizational operations. Coaching them is viewed as a necessary tool that improves their knowledge regarding the organization. Leadership development in the organization follows Kesler’s suggestion that coaching helps leaders to apply the skills acquired in studies to real practice (Kesler, 2002).
Leaders need training to augment their focus on building a strong relationship between them and the subordinates, which enhances understanding making them able to identify weaknesses that need to be suppressed through coaching. Through training, they develop a new approach towards accomplishing tasks (Alldredge et al. 2003). Training involves introducing and promoting new working strategies, offering explanations and making facts clear to the leaders thereby improving their communication with subordinates. They begin to pay attention to the subordinates to know the appropriate strategies that enhance success in the organization. They need to be engaged in continuous coaching to ensure that they acquire significant information that improves their competitiveness in decision making (Kesler, 2002).
One of the methods for social network analysis (SNA) is basic modeling, which is used in the evaluation of the flow of information and understanding n the organization. The process and the activity views are to significant modeling views that are reconciled in the knowledge modeling and description language (KMDL), which creates a favorable environment for the workflow processes to be accomplished. The various parts of the process are effectively interconnected through the process boundaries (Freeman, 2004). The IT systems facilitate the interconnections of the entire knowledge management process. Their applications in knowledge sharing activities