The purpose of this study is to validate a model for managers’ personal development based on coaching competencies within the Tadbir Energy Development Group. This research is applied in terms of objective and descriptive-correlational in nature. The statistical population consists of managers, heads, and supervisors of the Tadbir Energy Development Group, from which 95 individuals were selected using stratified random sampling based on Cochran’s formula. Data were collected using a 76-item researcher-made questionnaire. Findings were analyzed using structural equation modeling (SEM) with the Partial Least Squares (PLS) approach, utilizing SPSS and SmartPLS software. The results indicated that all structural relationships of the model are significant at the 95% confidence level. Specifically, causal conditions have a positive and significant effect on managers’ personal development based on coaching competencies (β=0.559; t=7.239); managers’ personal development positively impacts strategies (β=0.299; t=2.927); contextual factors influence strategies (β=0.399; t=3.122); intervening factors affect strategies (β=0.209; t=2.118); and strategies have a positive and significant effect on outcomes (β=0.750; t=18.813). Furthermore, the Goodness of Fit (GOF) index of 0.426 and positive Q² values for endogenous constructs indicate an appropriate model fit and favorable predictive power. Based on these findings, managers’ personal development based on coaching competencies is a multi-level process shaped by causal, contextual, and intervening conditions, which can lead to desirable outcomes at team and organizational levels through adaptation and creativity strategies. Consequently, simultaneous attention to the factors shaping personal development, facilitating and constraining conditions, and operational strategies can pave the way for strengthening managerial effectiveness and organizational development.