book

Transformational Coaching for Effective Leadership

by Behnam Bakhshandeh, William J. Rothwell, Sohel M. Imroz

March 2023

Beginner

450 pages

14h 12m

English

Productivity Press

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OverviewSome Definitions and Descriptions for TransformationTransformationA Scientific Definition for TransformationA Common Metaphor for TransformationPersonal Transformation.Essentials for Personal TransformationDifferent Takes on Transformation.Philosophy and Transformation.Transformation and Individual ExperiencesPsychology and TransformationRemove What Is Not YouRedirecting Emotions and FeelingsSociology and TransformationTransformation and Its Impact on SocietyOntology & Transformation.Who We Are Being Impacting How and What We Are DoingBeing as a State of MindKnowing Where We Are EmotionallyMindfulness & TransformationHaving Purpose and DirectionsTransformation and ProductivitySomething to ConsiderKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewWhat Is Transformational Coaching?Transformation Coaching for ChangeHistory and Background of Transformational CoachingThe Focus and MethodologiesCentral PrincipleThe Fundamentals and NotionsThe Core Values and PrinciplesThe Foundation for Coach, Client and Participants CollaborationWho Is the Client?Who Are the Participants?Who Is the Coach?Potential Use of Transformational Coaching in OD InterventionsSome Definitions and Descriptions of OD TerminologiesOrganization DevelopmentChange InterventionIndividual InterventionGroup and Team InterventionOrganizational InterventionChange AgentTransformational Change in ODTransactional Coaching Versus Transformational CoachingTransactional CoachingTransformational CoachingFour Levels of Inquiry and EngagementTransformational Coaches’ Strengths, Skills, and CompetenciesCompassionPatienceCreating Safe SpaceChallengingKeen ListeningDeep ObservationPersonal ResponsibilityReality versus InterpretationsConstructive FeedbackCore Practical Skills for Processing the Transformational CoachingBuilding AwarenessBuilding CommitmentBuild PracticesHow Transformational Coaching Is Distinct from Life CoachingKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewJack Mezirow’s Transformative Learning TheoryPhases of Transformational LearningSummarizing Transformational Learning PhasesBenefits and Disadvantages of Transformational LearningApplication of Transformational Learning in Leadership DevelopmentTransformational Learning ExamplesHow to Use Transformational Learning in Transformational CoachingTransformational Learning PracticesThe Roles of a Transformational CoachThe Roles of a LearnerKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewWhat Is Transformational Change?How Does Transformational Change Relate to Transformational Coaching?How Does Transformational Change Relate to OD?The Action Research ModelThe Appreciative Inquiry ModelHow Transformational Change Relates to ODHow OD Relates to Transformational CoachingHow Transformational Coaching Is Applied in ODHow Transformational Coaching Is Applied without ODKey TakeawaysList of Discussion QuestionsReferences
OverviewDefining PerformancePerformance Means ResultsPerformance Means BehaviorsPerformance Can Mean Outcomes as Well as OutputsPerformance May Include Alignment with Values and/or Ethical RequirementsIndividual, Team, Organizational, and Other Performance PerspectivesOrganizational Performance Includes a Balanced ScorecardPerformance Can Have a Cultural DimensionDefining High PerformanceDescribing the High Performance Workplace (HPW)Ways to Identify Characteristics of the HPWThe Role Transformational Coaching Plays in Achieving High PerformanceHow Transformational Coaching Relates to Performance ManagementHow Transformational Coaching Relates to Performance Enhancement and ImprovementApplying Performance Improvement When Other People Request HelpApplying Performance Improvement When Nobody Requests HelpHow Does Transformational Coaching Relate to Performance ImprovementKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewWhat Is Meant by Transformational Coaching and Talent Development?Why Is the Term Talent So Important?Establishing Measurable GoalsQuestions to Consider in Establishing Measurable Talent Development GoalsWho Carries Out Transformational Coaching and Talent Development?How Are Roles Clarified?Questions to Consider in Establishing Talent Development RolesEstablishing AccountabilitiesHow Can Managers Be Held Accountable?Questions to Consider in Establishing Talent Development AccountabilitiesWhen and Where Is Transformational Coaching Used in Talent Development?How Is Transformational Coaching Carried Out to Contribute to Talent Development?The Coach-Coachee RelationshipProblem Identification and Goal SettingProblem SolvingTransformational ProcessMechanisms by Which the Model Achieves OutcomesIn Summary, Why Is Transformational Coaching Important for Talent Development?Key TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewTransformation TheoryCognitive Transformational TheoryTransformational Leadership TheoryTransactional LeadersTransformational LeadersConscious and Competence TheoryHowell’s Four Stages to LearningTranstheoretical Model of Behavioral ChangeProcesses of the Transtheoretical Model of ChangeOntological Approach to Transformational CoachingObservingEmotions and MoodsLanguage (Listening and Speaking)Body and PhysicalityWay of BeingBehaviorDifference between Feelings and EmotionsEducational Theories and ApproachDewey’s Change TheoryAdult Learning TheoryExperiential LearningKolb’s Experiential Learning TheoryLearning StylesVisual LearnersAuditory LearnersKinesthetic LearnersActivistsReflectorsTheoristsPragmatistsImmunity to ChangeApplied Behavioral ScienceCognitive Behavioral TheoriesCognitive TherapyCognitive Behavioral TherapyAlter Thinking Using Cognitive Behavioral TherapyKey Distinctions between Cognitive Therapy and Cognitive Behavioral TherapyThe Iceberg MetaphorPsychological Theories and ApproachPositive PsychologyFive Aspects of Seligman’s PERMA ModelHumanistic PsychologyPsychosynthesisExistential TherapyGestalt TherapyAwareness Integration ModelEmotional IntelligenceManagement Theories and ModelsProcess ConsultationManaging TransitionsTheory X and Theory YTheory XTheory YForce Field TheoryUnfreeze the Current StateImplement the ChangeRefreeze the Desired StateClient-Centered ApproachNonviolent CommunicationKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewWhat Is a Coaching Model?Advantages of Following a Model in the Coaching ProcessTransformational Coaching Integration ModelPresence of TransformationPresenceTransformational PresenceUse of Transformational PresenceOntological Inquiries and Approach to CoachingOntological ApproachesOntological CoachingThe Pattern of DiscussionsBeing and DoingImpact of Who We Are Being on What We Are Doing and Quality of LifeQuality of Life, Experience, and PresenceBenefits of Ontological Approach to CoachingOntological Approach to Transformational Coaching QuestionsPositive Psychology CoachingWhat Is Positive Psychology?Background of Positive PsychologyThe Implication of “Positive” in Positive PsychologyFoundation of Positive Psychology CoachingOne: Concept of Happiness and PositivityTwo: Individuals’ Character StrengthsPositive Thinking versus Positive PsychologyBenefits of Positive PsychologyExamples of Positive Psychology Coaching QuestionsEmotional Intelligence CoachingBackground of Emotional IntelligenceLevels of Emotional IntelligenceLow Emotional IntelligenceHigh Emotional IntelligenceFour Cornerstones of Emotional Intelligence in LeadershipSelf-AwarenessSelf-RegulationSocial AwarenessRelationship ManagementAppreciative Inquiry and Appreciative CoachingHistory and BackgroundStages of Appreciative Inquiry and CoachingThe Primary Principles of Appreciative CoachingThe Constructionist PrincipleThe Positive PrincipleThe Poetic PrincipleThe Simultaneity PrincipleThe Anticipatory PrincipleSelection of the Topic and Language of Appreciative CoachingPractical Model for the Appreciative Inquiry ProcessEstablish Rapport and Build TrustAssist the Participants in Identifying the Main Issues in Their WayEmpower Participants to Envision Their Preferred FutureEncourage Participants’ Engagement with the DesignAssist the Participants in Designing the Action Plan for Realizing the VisionBenefits of Appreciative Inquiry CoachingQuestions for Conducting Appreciative Inquiry CoachingStrengths-Based CoachingHistory and BackgroundStrength RolesStrengths-Based Coaching ProcessBenefits of Strengths-Based CoachingQuestions for Conducting Strength-Based CoachingKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewOverview of Transformational Coaching MethodologiesWhat a Transformational Coach Has to OfferHow a Transformational Coach Makes a DifferenceTransformational Leadership FrameworkThe CLEAR MethodTransformational Leadership ModelChallengeInspireInfluenceMotivateCharacteristics of a Transformational CoachConsciousness and Mindfulness Development of Transformational LeadersTool to Understand Transformational Leadership PrinciplesKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewMindset and PrinciplesKnowledge of Scientific Studies and TechniquesSkills and CompetenciesCoaching PresenceCoaching AgilityDiversity, Equity, and Inclusion (DEI)Coaching AssessmentKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewTransformational Coaching FoundationTalking about Issues or Talking for BreakthroughsInfluence of Our Words on Our ExperienceCoaching Conversations: Focused DialoguesTransformational Coaching EngagementChanging Thinking PatternsTransformational Coaching SequenceRapport, Relatedness, and Relationship for WorkabilityWhat Is Rapport?What Is Relatedness?What Is a Relationship?The Gear Wheels of Coaching WorkabilityRespectTrustContext of RelationshipAuthenticity: An Expression of Integrity, Responsibility, and AccountabilityIntegrityResponsibilityAccountabilityAuthenticityThe Flip Side of Authenticity Is PretenseHonestyKey TakeawaysList of Discussion QuestionsReferences
OverviewInner Chatter; a Barrier to Transformation and EffectivenessThe Language of CommunicationBe Aware and Block the Unproductive Inner ChatterThe Ways Out of Chaotic Inner ChatterEffective Communication through a Transformed MindActive Listening through a Transformed Mind and MindfulnessThe Way for Effective and Mindful ListeningCritical ListeningReflective ListeningPassive ListeningActive ListeningThe Layers of Becoming a Mindful ListenerAdvantages of Practicing Mindful, Active ListeningFundamental Practices of Mindful Active ListeningRephrasingParalanguageParallelingApplying SilenceResponding to EmotionsHow Good Are Your Active Listening Behaviors?Filters on the Way of Our Active ListeningBarriers to Efficient and Effective CommunicationBarriers to Communication Efficiency and EffectivenessReviewing Elements of Effective CommunicationCommunication Plan, Communication Charter, and Communication ChannelCommunication PlanCommunication CharterCommunication ChannelCommunication Skills for Managers and Leadership PositionsKey TakeawaysList of Discussion QuestionsReferences
OverviewTransforming Our Relationship to Ourselves, Others, and ProductivityHow Do We See and Relate to Ourselves?Enough—Not EnoughGood—BadWorthy—Not WorthyBeautiful—UglySmart—DumbDisciplined—LazyHow Do You See and Relate to Others?Enough—Not EnoughWith Me—Against MeWorthy—Not WorthyReliable—SloppyTrustworthy—CraftyGenerous—SelfishSafe—Not SafeHow Do You View Working in General?Hard—EasyHopeful—ResignedHappy—UnfulfilledAppreciated—Not AcknowledgedProductive—Getting ByLove To—Have ToPassionate—Just a JobHow Do You See the World Around You?Safe—DangerousResponsible—“It’s Not My Fault”Full of Joy—“Have to Make It”Contribution—“They Owe Me”“I Love What I Have”—“It Is Not Fair”Accountable—“They Don’t Know My Sorrow”Opportunity—ResignationWe Have a ChoiceOpinion or Possibilities for OpportunityOpinionRed Flags of OpinionPossibilities for OpportunitiesEvidence of Playing for OpportunityThe Domain of Opportunity versus Domain of DespairInventing New Empowering Practices for New OpportunitiesKey TakeawaysList of Discussion QuestionsReferences
OverviewWhat Is a Paradigm?What Is a Paradigm Shift?Emotional Intelligence and Paradigm ShiftPresence of Emotional Intelligence in OrganizationsIs EI Nature or Nurture?Emotional Intelligence LeadershipSelf-AwarenessEmotional AwarenessSelf-ControlSelf-AssessmentIntrapersonal SkillsSelf-RegulationEmotional BalanceAdaptabilityPositivityAccountabilitySocial AwarenessEmpathyCompassionDiversity AwarenessActive ListeningRelationship ManagementPositive InfluenceTrust BuildingCommunicationInterpersonal SkillsEI Self-Examination and Self-EvaluationKey TakeawaysList of Discussion QuestionsReferences
OverviewWhat Is Assertiveness and Assertive Behavior?Characteristics of Assertive IndividualsHigh Self-ConfidenceRespect for Other People’s OpinionsAbility to Validate Feelings of OthersBeing Good ListenersUnderstanding Passive, Assertive, and Aggressive Communication Styles and BehaviorsDeveloping Assertiveness through Transformational CoachingWhat Is Resilience?Understanding Different Types of ResilienceDeveloping Resilience through Transformational CoachingIdentifying Strengths and WeaknessesEnhancing Positive EmotionsDeveloping HopeCoaching for OptimismKey TakeawaysList of Discussion QuestionsReferences
OverviewAsking Empowering QuestionsUse Open-Ended QuestionsAvoid Asking Leading QuestionsCoercive Leading QuestionsAvoid Asking Defensive or Judgmental QuestionsCharacteristics of Empowering QuestionsExamples of Empowering QuestionsTurning Inquiries into an Action PlanAction Plan Quality ChecklistKey TakeawaysList of Discussion QuestionsReferences
OverviewWhat Is Meant by Assessment and Feedback?Why Are Assessment and Feedback So Important?Who Carries Out Assessment and Feedback in Transformational Coaching?When and Where Are Assessment and Feedback Carried Out in the Transformational Coaching Process?First-Order Assessment and FeedbackSecond-Order Assessment and FeedbackThird-Order Assessment and FeedbackFourth-Order Assessment and FeedbackHow Can the Steps of Assessment and Feedback Be Described?What Are Different Types of Assessments?Diagnostic AssessmentsFormative AssessmentsSummative AssessmentsIpsative AssessmentsConfirmative AssessmentsNorm-Referenced AssessmentsCriterion-Referenced AssessmentsWhat Are Different Forms of Feedback?Diagnostic FeedbackFormative FeedbackSummative FeedbackIpsative FeedbackConfirmative FeedbackNorm-Referenced FeedbackCriterion-Referenced FeedbackKey TakeawaysDiscussion Points and Coaching QuestionsReferences
OverviewHow to Use What I LearnedWhere and with Whom to Use What I LearnedTransformation for Effective LeadershipVision-Based FoundationValue-Based LeadershipEmotional MaturityPositive Mental StrengthsMindful ConnectionStrength-Based DevelopmentKey TakeawaysList of Discussion QuestionsReferences
OverviewWhat Are Self-Reflection and Self-Evaluation?Self-ReflectionSelf-EvaluationThe Primary Purpose of Self-EvaluationRequirements for Self-EvaluationHow Effective Am I as a Transformational Coach?Organizations’ Environment Related to CoachingConversations about Effective LeadershipOrganization’s CultureTransformational Coach Evaluating of OneselfEmotional IntelligenceLeadership QualitiesEstablishing RapportTransformational Coaches’ DisciplinesCoaches’ Skills and CompetenciesEvaluating the Coaching ProcessCommon Sequence of Transformational Coaching StructureElements of Coaching ProcessesKey TakeawaysList of Discussion QuestionsReferences

Content preview from Transformational Coaching for Effective Leadership

Chapter 4 Transformational Coaching and Organization Development

William J. Rothwell

DOI: 10.4324/9781003304074-6

Overview

Transformational coaching (TC) is carried out with employed people. That is important to know, since the corporate culture of an organization can influence how people are coached and how they undergo transformation. Leaders who receive coaching can affect the organization if they are transformed, and often individual transformation is essential to organizational transformation.

Organization development (OD) was defined in a previous chapter. But it is worth defining it again. OD is usually regarded as a top-management-supported effort to facilitate change in an organization by improving how people interact to achieve ...