Building an Organizational Coaching Culture Creating Effective Environments for Growth and Success in Organizations

Detalles Bibliográficos
Otros Autores: Bakhshandeh, Behnam, editor (editor), Rothwell, William J., editor
Formato: Libro electrónico
Idioma:Inglés
Publicado: Abingdon, England : Routledge [2024]
Edición:First edition
Materias:
Ver en Biblioteca Universitat Ramon Llull:https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009869111706719
Tabla de Contenidos:
  • Cover
  • Endorsements Page
  • Half Title
  • Title Page
  • Copyright Page
  • Dedication
  • Table of Contents
  • Editors
  • Notes on Contributors
  • Foreword
  • Preface
  • Acknowledgments
  • The Purpose of the Book
  • The Organization of the Book
  • Part I: Setting the Stage for Successful Implementation of a Coaching Culture in Organizations
  • 1 Why Coaching Culture Organizations?
  • Introduction
  • Defining Key Terms
  • Coaching Culture Is a Developmental Undertaking
  • Inner Framework-Mindset/Being
  • Preparations and Activities-Doing/Working
  • Outer Framework-Results
  • A Metaphor as a Coaching Culture Model in Organizations
  • Characteristics of an Organization with and Without Established Coaching Culture
  • Coaching Culture Improves OD Effectiveness
  • Crucial Components for Creating a Coaching Culture
  • Coaching Culture Builds Exceptional Organizations
  • Advantages and Benefits of an Organizational Coaching Culture
  • Possible Obstructions for a Workable Coaching Culture
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Reading and Supporting Resources
  • 2 Strategic Planning from Vision, Mission, Values, and Principles
  • Introduction
  • Defining Key Terms
  • Role of Strategic Planning in Organization's Success
  • Contrast Between Organization's Vision Statement and Mission Statement
  • Vision Statement
  • Mission Statement
  • Being and Doing
  • Mindset, Attitude, Behavior, and Performance: A Direct Correlation to Building a Coaching Culture in Organizations
  • Mindset
  • Attitude
  • Behavior
  • Performance
  • Defining the Organization's Principal Values
  • Differentiating Between Values and Goals
  • How Do Individuals Choose Their Values?
  • Type of Existing Values and Principles
  • Steps to Determine Organizations' Principal Values
  • What Are the Attributes of a Vision?
  • Key Takeaways.
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 3 Working with Organizational Leaders
  • Introduction
  • Defining Key Terms
  • Support Organizational Leaders
  • Assessing the Situation
  • Modifying Coaching Strategy
  • Organizational Leaders' Role in a Coaching Culture
  • Model Behavior
  • Establish and Align Expectations
  • Allocate Resources
  • Aligning Organizational Goals
  • Establishing a Coaching Program
  • Provide Training
  • Incorporate Coaching into Performance Management
  • Recognize and Reward Coaching
  • Leadership Approach
  • Command-Control Approach
  • Empowered Approach
  • Leadership Approach for Coaching Culture
  • Coaching and Being Coached
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Reading and Supporting Resources
  • 4 Talent Management, Retention, and Development
  • Introduction
  • Defining Key Terms
  • Models to Guide Talent Management
  • Strategic, Management-Oriented Talent Management
  • Tactical Talent Management
  • The Tactical Talent Management Model
  • The Role of Coaching and Coaching Culture in Talent Management
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Reading and Supporting Resources
  • 5 Succession Planning: The Future of an Organization's Leadership
  • Introduction
  • How Is Succession Planning Defined?
  • Inappropriate Assumptions about Succession Planning
  • Appropriate Assumptions about Succession Planning
  • Why Is Succession Planning Important?
  • What Are the Most Important Issues in Succession Planning?
  • What Problems Are Commonly Experienced as Organizations Launch Succession Planning Programs?
  • How Can the Problems with Succession Planning Programs Be Overcome?
  • How Does Coaching and Coaching Culture Relate to Succession Planning?
  • Coaching Models
  • The GROW Model
  • Other Coaching Models.
  • Standards for a Coaching Culture
  • How the Coaching Models Relate to Succession Planning
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 6 Using Communication and Dialogue in Building Organizational Coaching Cultures
  • Keyword Definitions
  • Introduction
  • The Power of Dialogue in a Coaching Culture
  • Chapter Structure and Preview
  • Definition of Dialogue and Examples
  • Dialogue: The Foundation of Culture
  • Communication and Dialogue in a Coaching Culture
  • Dialogue as the Basis for an Entire Coaching Organization
  • Tools and Scenarios for Building Dialogue Expertise with Leaders, Managers, and Employees
  • Tools and Scenarios to Build Dialogue Expertise
  • Impact of Dialogue Expertise on Organizational Performance
  • Examples of Dialogue as a Coaching Intervention for Change
  • The RROD Model - Coaching for Cultural Change
  • Stages of RROD (Banerjee 2021) and Coaching for Change
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 7 The Power of Emotional Intelligence in Coaching Culture
  • Introduction
  • Defining Key Terms
  • Emotional Intelligence
  • Self-Awareness
  • Self-Regulation
  • Social Awareness
  • Relationship Management
  • The Barriers to Emotional Intelligence
  • Neurological Barriers
  • Personal Barriers
  • Organizational Barriers
  • Case Study in Coaching Culture - Federal Government Agency
  • Leadership Support
  • Emotional Intelligence Coursework
  • Internal/External Coaching
  • Practice
  • The Power of Emotional Intelligence in the Coaching Culture
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Reading/Supporting Resources
  • Part II: Establishing a Strong Foundation for Coaching Culture in Organizations
  • 8 Developing Managers-as-Coaches
  • Introduction
  • Defining Key Terms.
  • Role and Coaching Style and Value of a Manager-as-Coach
  • Why Manager-As-Coach Skills Are Valuable?
  • Directive and Non-Directive Coaching
  • Potential Effect of Manager-As-Coach on Employees' Performance
  • 21st Century 4Cs Skills and Manager-as-Coach
  • 4Cs Skills in Context
  • Qualities and Attributes of an Effective Manager-as-Coach
  • What Is Rapport and Why Is It Important?
  • Before Rapport Is Relatedness
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 9 Team Coaching for Team Building
  • Introduction
  • Defining Key Terms
  • Team Coaching Differs from Group Coaching
  • Relevancy of Team Norms to Team Culture
  • Key Principles of Team Building
  • Team Context
  • Team Composition
  • Team Competencies
  • Team Change Management Skills
  • Phases of Team Building
  • Team Leader Role in Team Coaching
  • Team Leader's Competencies and Qualities
  • Establish Trust
  • Display Patience and Compassion
  • Provide Active Listening
  • Exercise Time Management
  • Convey Empowerment
  • Share the Accomplishment
  • Conflict and Dysfunctions in Teams
  • Dysfunctions in Teams
  • Facing and Dealing with the Dysfunction
  • Why Do Great Teams Succeed?
  • Knowing When to Take the Initiative or Follow
  • When Everyone on the Team Is Aware That Their Efforts Matter
  • Experiencing the Joys and Suffering of Accomplishment Together
  • Keep an Eye on the Team's Flow
  • There Is a Tie of Dedication and Trust
  • Risk-Taking Is a Common Practice
  • Nobody Quits
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 10 Implementing Coaching Programs
  • Introduction
  • Defining Key Terms
  • Coaching in Organizations
  • Coaching as Process
  • Types of Coaching
  • Using Coaching Skills and Coaching Skills Training
  • The Organization as System and the Coaching Culture.
  • Example 1: Career Plan 50+
  • Implementing Coaching Programs
  • Learning Presence Concept in Organization: Temporal, Spatial, Depth
  • Determining the Models of and Approaches to Coaching Program Implementation: The Where and How?
  • Models of Implementing Coaching Programs: Direction, Source, and Duration-Focused
  • Example 2: Top-Down Model
  • Example 3: A Combined External-Internal Model
  • Example 4: A Quick-Fix Model
  • Approaches to Implementing Coaching Programs: Piecemeal Versus Holistic/Systemic Approach
  • Piecemeal Approach
  • Holistic/Systemic Approach: Process-Oriented Systemic Approach
  • Example 6: Process-Oriented Systemic Approach to Implementing Coaching
  • Summary of Models and Approaches and Programs
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Reading and Supporting Resources
  • 11 Essential Coaching Competencies and Considerations
  • Introduction
  • Defining Key Terms
  • Generative Learning Support
  • Partnership and Empowerment
  • Transformative Goal Setting Through Effective Problem Identification
  • Building Safe Learning Environments
  • Contracting
  • Considerations for the Internal Coach: Confidentiality and Bias
  • Creating Opportunities for Thinking and Reflection
  • Mental Models
  • Values
  • Powerful Inquiry
  • Deep Listening
  • Working with Emotions
  • Key Takeaways
  • Coaching and Developmental Questions
  • Recommended Supporting Resources
  • 12 Performance Coaching and Conversations
  • Introduction
  • Defining Key Terms
  • Performance Coaching Is an Individual Commitment
  • Performance Conversation Is Not Performance Evaluation
  • Performance Standards and Indicators
  • Job Performance Standard
  • Criteria
  • Key Performance Indicator
  • Best Industry Practices
  • Process of Delivering Performance Coaching
  • Build Rapport
  • Find the Need
  • Foresee Conclusion
  • Set the Mindset.
  • Deliver the Coaching.