SOCIO-ECONOMIC TOOLS OF ENTERPRISE DEVELOPMENT IN THE CONDITIONS OF INNOVATIVE CHANGES

The article discusses management tools that allow an enterprise to pursue an innovative path of development. In the context of innovative changes, when public and private interests are closely interconnected, all companies that care about the level of business reputation have decided to participate in one way or another in the new paradigm of forming and developing a successful business. In our opinion, it is based on human resource management from the point of view of the near-term prospects of becoming the main competitive factor of growth, as well as solving, to a greater or lesser extent, global problems in the field of sustainable development. Today every organization operates in an economic space where moral foundations, principles and culture are constantly evolving. Therefore, entrepreneurs and managers must build relationships with their subordinates, competitors and partners based on improved motivational strategy, ethics and social responsibility. This approach presupposes management consulting, mentoring and training, which makes it possible to realize the ambitions of professional and personal development of each employee in the context of the implementation of the enterprise development strategy.

Today, one of the areas of management is gaining more and more popularitycoaching, which has emerged as a separate field as the science of management, practical psychology, sports coaching (mentoring), philosophy, logic and life experience. Through the introduction of coaching in enterprises, business performance can be improved through the individual development of leaders and employees, both independently and in teams. During a crisis, when the importance of a human resource is growing, the demand for this type of service, such as coaching, has increased. The activity of a modern effective HR manager requires the persistent skills of a manager-trainer as a procedural leader, which makes the process easier and more effective, facilitates interaction within the group; managing the discussion process, engaging the participants and structuring the work of the group, who offers support to subordinates in the context of operational management. He directs the participants 'work towards achieving the set goals, moderates the results and monitors the participants' implementation of the rules set by the technology.
The concept, which is based on an economic approach, which considers a person only as a source of labor necessary for the implementation of production and management plans of the organization becomes obsolete. Modern concepts are based on an organizational approach, according to which the formal role of a person in the administrative system of a company is determined by his position, an employee is an element of the structure, but at the same time is the subject of industrial relations. However, administrative controls are also gradually evolving in order to achieve agreed goals and meet the needs of the organization and staff.
To understand the mission of the enterprise and achieve global sustainable development goals, the socio-psychological aspects in management theory should be improved, which enhance the role of the human resource, the need to find tools to reveal the capabilities and potential of a person and their development for the benefit of the organization and the state, while taking into account his personal interests and needs. The concept of human management is also gradually developing, based on the humanistic approach of sustainable development and social responsibility, where a person is the main subject of the organization, takes responsibility for the economic, environmental and social global level, its dynamics, that is, "the organization exists for a person", and not vice versa. The focus is on the personality, its goals and expectations from the work, its values and motives, opportunities and abilities. As K. Besser-Sigmund and H. Sigmund wrote in their book: "People are no longer the resources of enterprises, but on the contrary, enterprises become resources for people" [1]  The introduction of coaching in an organization has not been fully researched and studied in all aspects: in particular, the question of the practical application of coaching in the activities of companies remains insufficiently disclosed. In connection with the current economic situation, many companies create individual talent management programs, developed taking into account the goals and characteristics of employees, use personal tools for employee development, one of which is coaching. At the same time, work is carried out with company leaders and teams of employees to provide them with individual and group support, as well as positive feedback to improve work results. Building a strong and adaptive corporate culture that will stimulate mutual responsibility of the employee and employer, the desire of all employees to financially, morally and psychologically invest in achieving goals, real desire and motivation to make it a "better company" by The form of coaching is determined by the management structure, development strategy and company values. Management and employees must value dedication, professionalism and the desire to continually improve. The company's corporate values are enshrined in the company's code of ethics, which aims to develop a corporate culture and ensure that company employees adhere to the traditional high standards of behavior in a particular industry. One of the main factors of success in work is a good organization, and its invaluable resource is qualified personnel. It is competent, courageous and serious employees, driven by the desire to progress, to make progress, that guarantee its sustainable development and its effectiveness. striving to constantly improve production processes, safety and quality of work performed.
Medium-term plans provide for the training of a personnel reserve for senior managers and management tools, as well as the implementation of training and advanced training programs for employees.
The company implements a personnel management strategy in which each employee has the opportunity to unleash his potential, benefit the company and his city, get moral and material satisfaction from the quality of the work performed. This personal approach to personnel management helps to ensure the effectiveness and sustainability of the organization's name as a whole, to ensure the efficiency and safety of each employee.
The use of human resources in the management system, along with training, mentoring and consulting, as well as coaching technologies, can help not only unleash the internal potential of employees, but also increase motivation -a component that determines the personal development of employees. The style of leadership in an organization, the level of qualifications of a leader who can act as a coach for his employees, introducing technologies for personnel development, corporate culture, building management strategies, are a powerful motivator.
Thus, the combination of the company's strategic goals of training a highly professional workforce capable of producing independent innovative solutions, with the growing adoption of coaching in the largest companies in the world and the effectiveness of its use, is the basis for considering coaching. in human resource management.
Coaching is a way of creating a society of people with an active life position who take responsibility for their lives through counseling and support, achieving personal goals by trained professionals, including social workers, educators, trainers and others.
Coaching as a management style is an organized space, interaction between a manager and his subordinates, which involves recognizing the uniqueness of each employee, trusting his abilities, promoting the maximum disclosure of his potential and leading to a new level of employee responsibility. Coaching as a management tool is the development and training of employees in the process of teamwork. In this case, certain methods of the technique of posing questions of joint discussion are used. In the course of an organization's activities, coaching can be used to address the following issues: reducing staff turnover, increasing staff efficiency, building and motivating a team to perform complex tasks, preparing employees for career growth, teaching time management, improving organizational communications and team relationships. Also, coaching can be used for interviewing and selecting the best candidates for the position, diagnosing the corporate environment, developing a vision, mission of the company, and resolving organizational conflicts.
One of the goals of coaching in employee management is to organize the work process so that the subordinate approaches the manager with possible options for solving problems, is initiative, attracted and motivated. Due to production needs, companies are changing the requirements for the competencies of employees, which also provides for a change in managerial competencies of a manager, including the use of basic coaching skills in work. The use of coaching as a management style in an organization is associated with the need for personal changes in leaders, including top managers. the success of its implementation in the management of employees is in the hands of the manager, and specifically the manager is obliged to believe in the potential of his own subordinates, to give the right to make mistakes, to develop a non-judgmental attitude. Such actions create trust between the manager and the subordinate.
The coaching process is all about asking the "right, magic" questions. This is a format of conversation between a manager and an employee, which helps the latter to understand and realize their job responsibilities, role in the business process, purpose in work, find effective solutions to specific problems, while self-learning and unleashing their potential. The purpose of the coaching conversation is to help the employee independently learn everything necessary to achieve the goals, learn to take responsibility for the results obtained and feel their importance, importance for enjoying their work.
One way to integrate coaching into an organization is for managers to learn the tools and principles of coaching to apply it effectively. Consider further such a coaching tool as "Four Planning Questions", simple and at the same time deep, allows the employee to find motivation within themselves, develop an action plan and start acting to achieve the goal in any project.

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The "Four Planning Questions" technique consists in the employee's answers to four questions: "What do you want?", "How can you achieve this?", "How will you support yourself if something goes wrong?", "What will happen as a result?". They are closely related to each other and allow you to support employees on the path to success. So further on about them in more detail.
1. The question "What do you want?" includes several additional questions that can clarify the situation and inspire the employee in the process of implementing plans, namely: "Why?" or "Why is this important?" The answers to these questions reveal the true meaning of the goal being achieved, its certain value (what a person wants at a deep level subject to his control), the goal becomes more significant for the employee, his judgments rush in the positive direction. When the subordinate has a clear idea of what he is striving for, you can move on to looking for an answer to the second question, how to safely achieve the goal.
2. The question "How can you achieve this?" also includes several additional questions: "What plan can be drawn up to make it easier to achieve the goal?", "What steps need to be taken to achieve the desired?" plan? " Detailing allows the employee to add the desire to move along the path to the desired one. Answers to such questions involve visualizing the time frame and actions that the employee will need to take to get the result, what skills and abilities will need to be developed, what resources he needs and how to use them.
3. The question "How will you support yourself if something goes wrong?" is related to the progress of the project and how to give it more value, strengthen or expand the commitment to the goal, the employee's confidence to move forward. Options for additional questions: "What can you learn on the journey to the goal?", "How can you advance / move even further?", "What will change in life when this goal is achieved? What will be different? " If circumstances change, the employee will be ready to move forward towards the goals set, with a number of sidings available. In doing so, the employee learns to consider a wider range of activities.
4. The question "What will be the result?" focuses a person's attention on studying the visual picture, analyzing the actions taken to reach the finish limit. A SCIENTIFIC COLLECTION «INTERCONF» | № 90 49 careful study of the obvious signs that prove that the goal has already been achieved eliminates the lack of clarity associated with the goal. Options for additional questions: "How will you understand when the goal has been fully achieved?", "What signals will help determine that the goal has been achieved?" Asking the question in this way will make the employee think about what factors will indicate that the goal has been achieved.
Corporate Social Responsibility is about achieving business success in an ethical manner and respecting people, society and the natural environment. It is important to know what the staff was like in the past in order to understand how effectively they will progress in the future. People management, as the main task of management in organizations, is always based on a set of fundamental initial theoretical and empirical premises that form the paradigm on the basis of which the human management system in the organization is built. In the theory and practice of management, a radical change of paradigms has taken place and signs of a new turn in this area have been outlined. Business coaching has become a necessity in the corporate world. Companies understand that they cannot move in the right direction without incorporating coaching into their development.
The psychology of the organization has further strengthened coaching by offering multiple strategies as well as supporting development counseling for key management personnel. Investors will drive growing demand for sustainable and renewable energy sources, along with greener and more sustainable transport networks and buildings. Now more and more the world economic community is paying attention to the topic of ecology. And more and more businesses are faced with the need to take this fact into account. Likewise, ESG principles are gradually turning from a choice into an inevitability. Why ESG deserves attention, even if the fight for the environment is not the main topic on the agenda of your business? The fact is that more and more investors prefer to invest their resources in companies that support and implement ESG principles.
There is even an ESG rating of companies, which is compiled by independent agencies such as Bloomberg, S&P Dow Jones Indices, JUST Capital and others. Interestingly, there are no clear assessment criteria, so different agencies may assign different ratings to the same company.
Finally, more attention will be paid to biodiversity, as its loss continues to have CURRENT ISSUES AND PROSPECTS FOR THE DEVELOPMENT OF SCIENTIFIC RESEARCH 52 serious implications for our livelihoods and economies. Despite its widespread acceptance, ESG is a generic term that often means different things to different people. But at its core, ESG refers to environmental, social and corporate governance factors that create the foundation for investors looking to invest in companies that create solutions to the challenges we face in today's world. The global pandemic has disrupted virtually every aspect of our lives and exposed many flaws in our economies and social systems. More broadly, the pandemic has also had a profound impact on investing in ESG as there is a growing awareness of the need to tackle climate change and social inequalities. The pandemic has highlighted the need for greater diversity and inclusion, as well as social responsibility in local communities.
Over the past five years, environmental, social and governance (ESG) investing has become mainstream and has never been so popular. While threats to nature and biodiversity will be at the center of the debate, social issues will grab the attention of investors and global policy debates. Thus, using the socio-economic tools described above, we can formulate recommendations for transforming coaching into organizational potential -carrying out cultural transformation by articulating why coaching is valuable for the enterprise, as well as for individuals. Coaching in organizations is a social and management tool for personnel development aimed at improving the quantitative and qualitative characteristics of activities, improving the professional and personal skills of both managers and ordinary workers. The experience of many leading companies shows that the use of coaching in personnel management can improve work efficiency, improve the professional and personal skills of employees. Coaching is suitable for companies with a focus on better results and good team relationships. In the process of communication, the leader-coach encourages the employee to successfully achieve the goal by means of motivating questions. For coaching to work better, the relationship between the leader and those SCIENTIFIC COLLECTION «INTERCONF» | № 90 55 in charge must be built on trust and partnership. It is impossible to implement a coaching management style without respectful attitude of the manager to his subordinates.
The introduction of coaching as a method of personnel management in enterprises will allow for qualitative changes in companies, namely, to bring the relationship of managers with subordinates to a high level and create conditions for the sincerity and openness of all participants in the process; to form the responsibility of employees for the decisions made and the results obtained; provide employees with the opportunity to manage their work: allocate time, determine the necessary resources that will reveal the internal potential of employees, create internal motivation, and also increase job satisfaction; take a fresh look at your life, improve its quality, get rid of internal barriers that impede the achievement of goals, and learn to find your own resources for both managers and their subordinates.