The Coaching Manager: Developing Top Talent in Business
Autor James M. Hunt, Joseph R. Weintrauben Limba Engleză Paperback – 5 iul 2016
Key Features
- Covers the concept, processes, and strategies involved in developmental coaching, providing real-world strategies for developing people in any organization.
- Offers self-assessment tools to prompt students and managers to explore their existing notions of coaching and to what extent they or their organizations might be prepared or ready to create and sustain a coaching environment.
- Twenty real-world cases illustrate coaching in action across different organizations and environments.
- Action checklists to deepen skills and provide experiential learning opportunities in the classroom and on the job.
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Specificații
ISBN-13: 9781483391656
ISBN-10: 1483391655
Pagini: 360
Dimensiuni: 152 x 229 x 20 mm
Greutate: 0.48 kg
Ediția:Third Edition
Editura: SAGE Publications
Colecția Sage Publications, Inc
Locul publicării:Thousand Oaks, United States
ISBN-10: 1483391655
Pagini: 360
Dimensiuni: 152 x 229 x 20 mm
Greutate: 0.48 kg
Ediția:Third Edition
Editura: SAGE Publications
Colecția Sage Publications, Inc
Locul publicării:Thousand Oaks, United States
Cuprins
Chapter 1: Whither the Coaching Manager
Coaching in an Uncertain World
The Coaching Manager Model and Developmental Coaching
Coaching and Learning
Why Don’t More Managers Coach?
It’s the Relationship That Matters
Coaching Isn’t the Same as Mentoring
The Title of the Book Is The Coaching Manager
Chapter 2: The Coaching Manager Model—An Overview
Tonia and Ashok
Our Reactions to the Case
The Coaching Manager Model
A Coaching Culture
The Coaching Mindset
It’s the Relationship that Makes it All Possible
The Coachee
The Opportunity
Reflection
Feedback
Follow Through and the Action Plan
As You Experiment With Coaching
Chapter 3: The Coaching Mindset
The Manager Who Learns to Coach
Can Anyone Learn to Coach?
The Characteristics of the Coaching Mindset
The Coaching Manager
Chapter 4: The Coachable "Coachee"
The Question of “Coachability”
What Do Employees Want From Their Managers?
Hallmarks of the Coachable Learner
The Problem of Impression Management
Barriers to Coaching: What Does an Apparent Lack of Coachability Look Like?
Arrogance: The Overestimator
An Apparent Lack of Interest in the Job
The Impact of Personal Stress
Diversity and Coachability
A Mismatch Between the Career Stage of the Employee and the Career Stage of the Manager
Coachability: Treat Each Employee as an Individual
Chapter 5: The Coaching-Friendly Culture and the Coaching Relationship
The Coaching Friendly Culture
The Values and Practices of the Coaching-Friendly Culture
The Coaching Manager and Coachee Relationship
The Decision to Trust
Building Trust and a Coaching-Friendly Culture at the Team Level
The Coaching Relationship in a Diverse World
Cultural Intelligence
Protecting a Coach-Friendly Culture Over Time
Chapter 6: The Opportunity
Coaching Managers Focus on Running a Business
Not Just Results, Process: How the Work Gets Done
The Common Element in All Learning Opportunities
The Coachee’s View of the Learning Opportunity
What Should the Coaching Manager Pay Attention to? Competence
Entrepreneurial Learning
Strengths or Weaknesses?
Opportunities: A Summary
Chapter 7: Reflection
What Do We Mean By Reflection?
Timing
Encouraging Reflection
Ask Reflective Questions, Listen for Understanding
On Learning to Ask Useful Questions
Helping the Employee Take Ownership
This Takes Time – And it Doesn’t Get You There
Chapter 8: Feedback
Why are Performance Date, Even Observational Data, Suspect?
The Real Problem: Our Tendency to Draw Inferences From Selected Data
Error and Expectations: What You See Is What You Get
Getting the Most From Direct Observation and Related Approaches to Gathering Performance Data
The Coachee’s Role
The Coaching Manager as Observer: Promoting Learning and Performance, From the Sidelines
Feedback and Coaching
The Benefits of Feedback
The Problem With Feedback
Making Feedback Useful – A Summary
The Basics of Providing Balanced Feedback
The Emotional Impact of Feedback
Maximizing the Value of That Imperfect Instrument, Feedback
Your Development as a Provider of Feedback
Chapter 9: Follow Through and Action Planning
Planned Development and Action Planning
Setting Goals
How People Change
Unfreezing
Change
Refreezing
Building Commitment for Learning and Change
Face-to-face Follow-up and More
Conclusions: Goal Setting and Follow Through
Chapter 10: Developmental Coaching and Performance Problems
Causes of Performance Problems
Poor Managers and Poorly Communicated Expectations
The Problem of Alignment
The Right Person in the Wrong Situation
Personal Problems
Character
Team Problems
Organizational Change
Addressing Performance Problems: Some Coaching Guidelines
Chapter 11: Coaching and Career Development
The Changing View of Careers and Career Development
Knowing What You Want
Developmental Coaching and Career Development
Learning Goals and Career Development
Who You Know Does Count: Networks, Supporters, and Blockers
Using Developmental Coaching to Address Career Concerns and Promote Career Development
The Career Story
The Final Word, for Now
Chapter 12: Coaching and Management Education
The Nature of the Problem
Transfer of Learning
Making the Most of Learning in Management Education
Defining the Learning Goal
Choosing the Right Program
Following Up
Management Development Programs and the Coaching Manager
Chapter 13: Distance Coaching
Trust and the Virtual Team
What About Texting? Back to What Coaching is All About
Distance Coaching: A Summary of the Key Points
Chapter 14: Epilogue
Once Again, Technology
Changing Demographics
The Relationship Between the Manager and the Employee Is Still the Key
A Final Word for Our Coaches, Experienced and New
Coaching in an Uncertain World
The Coaching Manager Model and Developmental Coaching
Coaching and Learning
Why Don’t More Managers Coach?
It’s the Relationship That Matters
Coaching Isn’t the Same as Mentoring
The Title of the Book Is The Coaching Manager
Chapter 2: The Coaching Manager Model—An Overview
Tonia and Ashok
Our Reactions to the Case
The Coaching Manager Model
A Coaching Culture
The Coaching Mindset
It’s the Relationship that Makes it All Possible
The Coachee
The Opportunity
Reflection
Feedback
Follow Through and the Action Plan
As You Experiment With Coaching
Chapter 3: The Coaching Mindset
The Manager Who Learns to Coach
Can Anyone Learn to Coach?
The Characteristics of the Coaching Mindset
The Coaching Manager
Chapter 4: The Coachable "Coachee"
The Question of “Coachability”
What Do Employees Want From Their Managers?
Hallmarks of the Coachable Learner
The Problem of Impression Management
Barriers to Coaching: What Does an Apparent Lack of Coachability Look Like?
Arrogance: The Overestimator
An Apparent Lack of Interest in the Job
The Impact of Personal Stress
Diversity and Coachability
A Mismatch Between the Career Stage of the Employee and the Career Stage of the Manager
Coachability: Treat Each Employee as an Individual
Chapter 5: The Coaching-Friendly Culture and the Coaching Relationship
The Coaching Friendly Culture
The Values and Practices of the Coaching-Friendly Culture
The Coaching Manager and Coachee Relationship
The Decision to Trust
Building Trust and a Coaching-Friendly Culture at the Team Level
The Coaching Relationship in a Diverse World
Cultural Intelligence
Protecting a Coach-Friendly Culture Over Time
Chapter 6: The Opportunity
Coaching Managers Focus on Running a Business
Not Just Results, Process: How the Work Gets Done
The Common Element in All Learning Opportunities
The Coachee’s View of the Learning Opportunity
What Should the Coaching Manager Pay Attention to? Competence
Entrepreneurial Learning
Strengths or Weaknesses?
Opportunities: A Summary
Chapter 7: Reflection
What Do We Mean By Reflection?
Timing
Encouraging Reflection
Ask Reflective Questions, Listen for Understanding
On Learning to Ask Useful Questions
Helping the Employee Take Ownership
This Takes Time – And it Doesn’t Get You There
Chapter 8: Feedback
Why are Performance Date, Even Observational Data, Suspect?
The Real Problem: Our Tendency to Draw Inferences From Selected Data
Error and Expectations: What You See Is What You Get
Getting the Most From Direct Observation and Related Approaches to Gathering Performance Data
The Coachee’s Role
The Coaching Manager as Observer: Promoting Learning and Performance, From the Sidelines
Feedback and Coaching
The Benefits of Feedback
The Problem With Feedback
Making Feedback Useful – A Summary
The Basics of Providing Balanced Feedback
The Emotional Impact of Feedback
Maximizing the Value of That Imperfect Instrument, Feedback
Your Development as a Provider of Feedback
Chapter 9: Follow Through and Action Planning
Planned Development and Action Planning
Setting Goals
How People Change
Unfreezing
Change
Refreezing
Building Commitment for Learning and Change
Face-to-face Follow-up and More
Conclusions: Goal Setting and Follow Through
Chapter 10: Developmental Coaching and Performance Problems
Causes of Performance Problems
Poor Managers and Poorly Communicated Expectations
The Problem of Alignment
The Right Person in the Wrong Situation
Personal Problems
Character
Team Problems
Organizational Change
Addressing Performance Problems: Some Coaching Guidelines
Chapter 11: Coaching and Career Development
The Changing View of Careers and Career Development
Knowing What You Want
Developmental Coaching and Career Development
Learning Goals and Career Development
Who You Know Does Count: Networks, Supporters, and Blockers
Using Developmental Coaching to Address Career Concerns and Promote Career Development
The Career Story
The Final Word, for Now
Chapter 12: Coaching and Management Education
The Nature of the Problem
Transfer of Learning
Making the Most of Learning in Management Education
Defining the Learning Goal
Choosing the Right Program
Following Up
Management Development Programs and the Coaching Manager
Chapter 13: Distance Coaching
Trust and the Virtual Team
What About Texting? Back to What Coaching is All About
Distance Coaching: A Summary of the Key Points
Chapter 14: Epilogue
Once Again, Technology
Changing Demographics
The Relationship Between the Manager and the Employee Is Still the Key
A Final Word for Our Coaches, Experienced and New
Notă biografică
Descriere
This book provides students and managers alike with the guidance, tools, and examples needed to develop leadership talent and inspire performance.
Recenzii
"Managers and entrepreneurs alike will find The Coaching Manager to be of immense value in learning to coach as well as creating a coaching-friendly environment. Hunt and Weintraub give us an approach to coaching that managers can start using immediately. This book belongs on every manager’s bookshelf."
"THE COACHING MANAGER provides real-world strategies for developing people in any organization. Hunt and Weintraub bring together a new model of coaching along with a solid understanding of how business works. A must read for leaders at all levels."
"Hunt and Weintraub impart solid insight and advice for developing leadership talent and inspiring performance through an innovative coaching model. The depth of their research and experience with thousands of managers is relevant to any business leader interested in aligning talent with their organization. I have participated in their leadership coach training program and recommend it to all leaders who value, support, and encourage their most precious assets, the employees..."
"A rich, wonderful resource for all managers wanting to develop the potential of their people. In this one volume, you’ll find all the guidance, tools, and examples needed to become a master coach. In a world where the capacity to coach is no longer nice-to-have but a necessity-to-know, this is the book to buy."
"The book covers the need for coaching, the best way to approach certain employees who might not seem coachable, how a manager can improve his own coaching skills, and much more"
"THE COACHING MANAGER provides real-world strategies for developing people in any organization. Hunt and Weintraub bring together a new model of coaching along with a solid understanding of how business works. A must read for leaders at all levels."
"Hunt and Weintraub impart solid insight and advice for developing leadership talent and inspiring performance through an innovative coaching model. The depth of their research and experience with thousands of managers is relevant to any business leader interested in aligning talent with their organization. I have participated in their leadership coach training program and recommend it to all leaders who value, support, and encourage their most precious assets, the employees..."
"A rich, wonderful resource for all managers wanting to develop the potential of their people. In this one volume, you’ll find all the guidance, tools, and examples needed to become a master coach. In a world where the capacity to coach is no longer nice-to-have but a necessity-to-know, this is the book to buy."
"The book covers the need for coaching, the best way to approach certain employees who might not seem coachable, how a manager can improve his own coaching skills, and much more"