Coaching Models: A Cultural Perspective »

Diane Lennard, Ph.D., is a coach and Clinical Associate Professor of Management Communication at New York University Stern School of Business. In her course, Foundations of Business Coaching, full-time and part-time MBAs, Executive MBAs, and other graduate students develop, apply, and present their own coaching models. In addition to coaching students, faculty, and administrators at NYU, she coaches business executives, consultants, and other professionals.

"In addition to providing an extensive analysis of strategies for changing performance and the factors that can impact coaching effectiveness, this book offers what may be a unique value: instead of promoting one approach as the best, Dr. Lennard guides readers through a highly customized process of developing our own individualized coaching model. As a result of the book's thought-provoking activities, I strengthened my own sense of personal authenticity and saw new ways to coach and collaborate fully with employees who may have very different perspectives." — Tita Theodora Beal, Learning & Development, Pfizer, Inc.

"This is a wise book. The essential take-away is simple and profound. Develop, refine, and apply your own (as in ownership) personalized coaching model. Much is provided; nothing is imposed. Readers are invited to reflect on unique and defining experiences, strengths, values, perspectives and style and to begin creating their own ‘work in progress.’ Coaching Models will be a compelling read for experienced coaches and new coach practitioners alike." — Bethene LeMahieu, Ed.D.; Professional Coach and Conversation Conservationist

Coaching Models: A Cultural Perspective encourages and assists students and practitioners of business coaching to develop and apply their own coaching models. The entire field of coaching will benefit from having coaches who use their models to continually improve their practice.

The first part of this book presents the model development process by looking at the relationship among culture, beliefs, and behavior in the coaching context. It explains the importance of identifying cultural factors that influence the way coaches approach coaching interactions, and their coaching models.

The second section provides coaches with information and strategies for developing personalized coaching models, applying them to specific contexts, and reflecting on their interactions to refine their core coaching practices.

The third part describes the evolution of the author’s own coaching model—the Performance Coaching Model—and illustrates how one coach incorporates unique perspectives and sets of skills, knowledge, and experience in her coaching practice.

Contents

Preface

PART I. The Foundation

• *Introduction to Coaching Model Development

Coaching models are tools for coaches

Cultural factors influence coaching beliefs and practices

There is no one right way to coach

Coaches learn and coaching models evolve

Start from where you are

2. Theoretical Foundation: Learning Theory for Coaches

Adult learning

Transformative learning

Cross-cultural learning

Summary

3. Theory-Based Guidelines

Experience: use your personal and professional experiences as a resource

Reflection: act and reflect to continue the learning process

Reflective capabilities and practices

Summary

PART II. The Coaching Model

4. Coaching Model Functions and Characteristics

Four functions of coaching models

Characteristics of useful models

Summary

5. Identification and Selection of Coaching Model Components

Exploring your views about coaching

Reflective activities

Summary

PART III. The Performance Coaching Model Example

6. How the Performance Coaching Model Evolved

Background

Beliefs

Behaviors

Summary

7. How the Performance Coaching Model is Applied

Business education

Faculty development

Leadership development

Speaker development

Development of the coach

Reflections on the coaching model

Practical suggestions for applying your coaching model

Summary

References

Index