Transformational coaching for effective leadership implementing sustainable change through shifting paradigms
This book will examine the uses of Transformational Coaching in management and leadership development, human resources development for talent development and retention, and for developing managerial coaching skills and competencies.
| Otros Autores: | , , , |
|---|---|
| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
New York, New York ; Abingdon, Oxon :
Routledge
[2023]
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| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009757938506719 |
Tabla de Contenidos:
- Cover
- Half Title
- Title
- Copyright
- Dedication
- Contents
- Preface
- Acknowledgments
- Advance Organizer
- About the Authors
- PART I PRESENCE OF TRANSFORMATIONAL COACHING, CONCEPT AND HISTORY
- 1 The World of Transformation
- Overview
- Some Definitions and Descriptions for Transformation
- Transformation
- A Scientific Definition for Transformation
- A Common Metaphor for Transformation
- Personal Transformation
- Essentials for Personal Transformation
- Different Takes on Transformation
- Philosophy and Transformation
- Transformation and Individual Experiences
- Psychology and Transformation
- Remove What Is Not You
- Redirecting Emotions and Feelings
- Sociology and Transformation
- Transformation and Its Impact on Society
- Ontology &
- Transformation
- Who We Are Being Impacting How and What We Are Doing
- Being as a State of Mind
- Knowing Where We Are Emotionally
- Mindfulness &
- Transformation
- Having Purpose and Directions
- Transformation and Productivity
- Something to Consider
- Key Takeaways
- Discussion Points and Coaching Questions
- References
- 2 Transformational Coaching Concept, History, Principles, and Use
- Overview
- What Is Transformational Coaching?
- Transformation Coaching for Change
- History and Background of Transformational Coaching
- The Focus and Methodologies
- Central Principle
- The Fundamentals and Notions
- The Core Values and Principles
- The Foundation for Coach, Client and Participants Collaboration
- Who Is the Client?
- Who Are the Participants?.
- Who Is the Coach?
- Potential Use of Transformational Coaching in OD Interventions.
- Some Definitions and Descriptions of OD Terminologies
- Organization Development
- Change Intervention
- Individual Intervention
- Group and Team Intervention
- Organizational Intervention.
- Change Agent
- Transformational Change in OD
- Transactional Coaching Versus Transformational Coaching
- Transactional Coaching
- Transformational Coaching
- Four Levels of Inquiry and Engagement
- Transformational Coaches' Strengths, Skills, and Competencies
- Compassion
- Patience
- Creating Safe Space
- Challenging
- Keen Listening
- Deep Observation
- Personal Responsibility
- Reality versus Interpretations
- Constructive Feedback
- Core Practical Skills for Processing the Transformational Coaching
- Building Awareness
- Building Commitment
- Build Practices
- How Transformational Coaching Is Distinct from Life Coaching
- Key Takeaways
- Discussion Points and Coaching Questions
- References
- 3 Transformational Learning in Transformational Coaching
- Overview
- Jack Mezirow's Transformative Learning Theory
- Phases of Transformational Learning
- Summarizing Transformational Learning Phases
- Benefits and Disadvantages of Transformational Learning
- Application of Transformational Learning in Leadership Development
- Transformational Learning Examples
- How to Use Transformational Learning in Transformational Coaching
- Transformational Learning Practices
- The Roles of a Transformational Coach
- The Roles of a Learner
- Key Takeaways
- Discussion Points and Coaching Questions
- References.
- Part II Application of Transformational Coaching in Elements of OD
- 4 Transformational Coaching and Organization Development
- Overview
- What Is Transformational Change?
- How Does Transformational Change Relate to Transformational Coaching?
- How Does Transformational Change Relate to OD?
- The Action Research Model
- The Appreciative Inquiry Model
- How Transformational Change Relates to OD
- How OD Relates to Transformational Coaching
- How Transformational Coaching Is Applied in OD.
- How Transformational Coaching Is Applied without OD
- Key Takeaways
- List of Discussion Questions
- References
- 5 Transformational Coaching and High Performance
- Overview
- Defining Performance
- Performance Means Results
- Performance Means Behaviors
- Performance Can Mean Outcomes as Well as Outputs
- Performance May Include Alignment with Values and/or Ethical Requirements
- Individual, Team, Organizational, and Other Performance Perspectives
- Organizational Performance Includes a Balanced Scorecard
- Performance Can Have a Cultural Dimension
- Defining High Performance
- Describing the High Performance Workplace (HPW)
- Ways to Identify Characteristics of the HPW
- The Role Transformational Coaching Plays in Achieving High Performance
- How Transformational Coaching Relates to Performance Management
- How Transformational Coaching Relates to Performance Enhancement and Improvement
- Applying Performance Improvement When Other People Request Help
- Applying Performance Improvement When Nobody Requests Help
- How Does Transformational Coaching Relate to Performance Improvement
- Key Takeaways
- Discussion Points and Coaching Questions
- References
- 6 Transformational Coaching and Talent Development
- Overview
- What Is Meant by Transformational Coaching and Talent Development?
- Why Is the Term Talent So Important?
- Establishing Measurable Goals
- Questions to Consider in Establishing Measurable Talent Development Goals
- Who Carries Out Transformational Coaching and Talent Development?
- How Are Roles Clarified?
- Questions to Consider in Establishing Talent Development Roles
- Establishing Accountabilities
- How Can Managers Be Held Accountable?
- Questions to Consider in Establishing Talent Development Accountabilities
- When and Where Is Transformational Coaching Used in Talent Development?.
- How Is Transformational Coaching Carried Out to Contribute to Talent Development?
- The Coach-Coachee Relationship
- Problem Identification and Goal Setting
- Problem Solving
- Transformational Process
- Mechanisms by Which the Model Achieves Outcomes
- In Summary, Why Is Transformational Coaching Important for Talent Development?
- Key Takeaways
- Discussion Points and Coaching Questions
- References.
- Part III Transformational Coaching Theories, Methodologies, and Transformational Coaches
- 7 Contributions to Implementation of Transformational Coaching
- Overview
- Transformation Theory
- Cognitive Transformational Theory
- Transformational Leadership Theory
- Transactional Leaders
- Transformational Leaders
- Conscious and Competence Theory
- Howell's Four Stages to Learning
- Transtheoretical Model of Behavioral Change
- Processes of the Transtheoretical Model of Change
- Ontological Approach to Transformational Coaching
- Observing
- Emotions and Moods
- Language (Listening and Speaking)
- Body and Physicality
- Way of Being
- Behavior
- Difference between Feelings and Emotions
- Educational Theories and Approach
- Dewey's Change Theory
- Adult Learning Theory
- Experiential Learning
- Kolb's Experiential Learning Theory
- Learning Styles
- Visual Learners
- Auditory Learners
- Kinesthetic Learners
- Activists
- Reflectors
- Theorists
- Pragmatists
- Immunity to Change
- Applied Behavioral Science
- Cognitive Behavioral Theories
- Cognitive Therapy
- Cognitive Behavioral Therapy
- Alter Thinking Using Cognitive Behavioral Therapy
- Key Distinctions between Cognitive Therapy and Cognitive Behavioral Therapy
- The Iceberg Metaphor
- Psychological Theories and Approach
- Positive Psychology
- Five Aspects of Seligman's PERMA Model
- Humanistic Psychology
- Psychosynthesis.
- Existential Therapy
- Gestalt Therapy
- Awareness Integration Model
- Emotional Intelligence
- Management Theories and Models
- Process Consultation
- Managing Transitions
- Theory X and Theory Y
- Theory X
- Theory Y
- Force Field Theory
- Unfreeze the Current State
- Implement the Change
- Refreeze the Desired State
- Client-Centered Approach
- Nonviolent Communication
- Key Takeaways
- Discussion Points and Coaching Questions
- References
- 8 Transformational Coaching Integration Model
- Overview
- What Is a Coaching Model?
- Advantages of Following a Model in the Coaching Process
- Transformational Coaching Integration Model
- Presence of Transformation
- Presence
- Transformational Presence
- Use of Transformational Presence
- Ontological Inquiries and Approach to Coaching
- Ontological Approaches
- Ontological Coaching
- The Pattern of Discussions
- Being and Doing
- Impact of Who We Are Being on What We Are Doing and Quality of Life
- Quality of Life, Experience, and Presence
- Benefits of Ontological Approach to Coaching
- Ontological Approach to Transformational Coaching Questions
- Positive Psychology Coaching
- What Is Positive Psychology?
- Background of Positive Psychology
- The Implication of "Positive" in Positive Psychology
- Foundation of Positive Psychology Coaching
- One: Concept of Happiness and Positivity
- Two: Individuals' Character Strengths
- Positive Thinking versus Positive Psychology
- Benefits of Positive Psychology
- Examples of Positive Psychology Coaching Questions
- Emotional Intelligence Coaching
- Background of Emotional Intelligence
- Levels of Emotional Intelligence
- Low Emotional Intelligence
- High Emotional Intelligence
- Four Cornerstones of Emotional Intelligence in Leadership
- Self-Awareness
- Self-Regulation
- Social Awareness.
- Relationship Management.
