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Coaching for Human Capital Advantage: Creating Coaching Organizations for Breakthrough Performance One Leader at a Time!
Need a highly professional and effective executive and organizational coach? Consider one or more of our graduates for your next coaching assignment. Our certified coaches have completed a rigorous, evidence-based graduate level program. We are committed to participating in the co-creation of the next generation of executive and organizational coaching professionals with the demonstrated capabilities needed to help others achieve true greatness for themselves, their organizations, their customers, and the communities in which they operate.
Our participants come to us with extensive experience in business and industry, education, government, consulting, non-profits, and community-based organizations. The profile of our graduates reflect great diversity in education from a variety of disciplines, functional expertise, and geographies including over 28 states across America, over 29 countries outside of the United States and growing. Since we’ve launched the program in the Fall of 2007, building on decades of executive development experience, research and organizational consulting, we have graduated 7 cohorts, with new alumni in process to join our learning community each year.
Why Select as Coach Certified by Columbia University?
Our coaches:
- Successfully earned a credential from a rigorous program of study that included over 125 contact hours with our faculty
- Learned to apply The Columbia Approach under our supervision while logging a minimum of 50 hours with at least 5 clients during the field-based practicum
- Conducted coach-specific research in a specialty area to ground their signature approach to the work of coaching in evidence and solid theory
- Belong to a growing, global network of executive and organizational coaches committed to continuous learning and the highest standards of ethical conduct
For a list of program graduates by Cohort, see the links below. Keep in mind, that while our coaches are newly certified as a result of completing the program at Columbia University we attract experienced, seasoned professionals with significant work experience, and many have years of prior coaching experience generally as a part of a consulting practice or as a result of the roles as internal talent management and leadership development executives. Each coach completes a research-based project to deepen their knowledge and inform their practice in a select specialty area of coaching.
A critical component of The Columbia Coaching Certification Program is for each participant to complete a research project to explore a specialty area of interests. Our participants have access to The Columbia Electronic Library system during the field-based practicum period and are asked to identify at least 3 to 5 peer review articles to inform them project in available research and theoretical literature. Check out their project abstracts to learn more about the exciting discoveries emerging within our professional learning community.
If you are an alumnus or former participant in any of the coach intensives and would like to become a featured alumnus please complete the profile form.
- Advanced Practicum: Cohort IFranklinCovey’s Approach to Executive Coaching: Improving Organizations One Leader at a Time
Fatima Doman, B.A., M.A.
Senior Consultant and Executive Coach, FranklinCovey Company
Abstract: The field of executive coaching is growing, but its practice standards remain loose at best. Pop psychology and inadequate credentialing and training could undermine the great potential that executive coaching offers leaders worldwide. FranklinCovey, an established global leadership firm will enter the field, and with its reputation for ethical business practices, strategic collaborations, and vast array of supportive materials, will create an executive coaching benchmark for the world under the mantra, “improving organizations one leader at a time”.
Developmental Coaching for High Potential Employees
Carlos M. Davey
Newmont Mining Corp./Yanacocha Mining
Abstract: This project proposes a Coaching for High Potentials Program which incorporates life and professional aspects as a high impact process to develop leadership skills that promote team performance in a Gold Mining Company. The proposed program is designed based on the beliefs that coaching helps develop leadership skills that not only help improve individual and team performances but also help creating a culture that attracts and retain qualified and committed employees. This project addresses a Leadership Pipeline Model that clearly defines the leadership role at different levels of the organization, the growth path and an Action Learning Approach.
High Performance Team Coaching
Alan J. Polansky
Director of AmRest University, American Restaurants Sp. Z o.o., Wrochlaw, Poland
Abstract: The purpose of my project is to build a high performance team with the assistance of coaching that will achieve employer of choice status for KFC in the Czech Republic. 1) High performance teams produce remarkable results, work best in results oriented companies with stretch goal mentalities and are different from normal work/ project groups. 2) Highly tuned coaching skills especially relating and presence and. a challenging purpose combined with aggressive performance goals are essential for success.
The Power of Resonant Leadership: an intentional path towards sustainable leadership development
Sally W. Harrison
Senior Consultant/Coach/Principal, Brandywine Management Group
Abstract: Businesses compete in a faster, flatter, increasingly global context. Leadership needs are great. Threats abound. Sustainability challenged. Richard Boyatis and Annie McKee, research and define issues and elicit strategies for coping and thriving in this new increasingly stressful and competitive environment. This paper reviews salient works and focus on concepts of leadership and intentional change theory and sustainability. New perspectives, insights and coaching tools may apply within organizations to enhance their leaders and improve overall performance.
Leadership Typologies
Olga Artman
Celia Paul Associates Inc.
Abstract: The purpose of the project is to examine leadership typology and its implications for coaching. Modern and historical literature review revealed that leadership is a fluid concept due to the constant changes in the environment in which leaders operate. Although distinct leadership types exist they are not mutually exclusive. Recent research finding indicate that leader’s ability to adopt more styles is correlated to leadership effectiveness. These findings strengthen coach’s understanding of clients and their environment, thus making the road to self-discovery and change smoother.
The Impact of Technology on Virtual Team Development
David M. Armstrong
Executive Coach, Beach Stone Coaching
Abstract: This examines the benefits and shortcomings of technology specifically related to virtual team development and the implications for coaches who coach virtual teams. Given the growing use of technology in the team coaching process, a more explicit understanding of the factors that support and impede team development can help to inform the effectiveness of one’s team coaching practice.
Coaching the Alpha Male
Susanne Mueller, M.A.
International Human Resources Manager, Nestle Waters North America Inc.
Abstract: Coaching the alpha male is a challenging and exciting venture for executive coaching at the top level. Four definitions are used for the alpha male: the Alpha Commander, the Alpha Visionary, and the Alpha Strategist. Research shows on how to coach to tame the beast by effective and direct communication. Their positive personality traits will be empowered by overcoming their weaknesses and changing their current patterns.
Internal versus External Coaching
Brit Barthelmeh
Management & Leadership Development Manager, Mercedes-Benz USA, LLC
Abstract: Coaching is getting more and more important. At almost every conference -- and it doesn’t matter if the theme is about Selection Process, Leadership Development or Organizational Development -- at least one or two coaching topics are included. This paper gives an overview about Internal and External Coaching and what would be best for an organization to implement.
Understanding Generational Realities: A "glance" into the implications for coaches and their clients
Nancy E. Knowles
Consultant and Coach
Abstract: Generational issues are a reality in today's workforce, with four cohorts working together during a workforce shift that has eliminated predictability of power and influence based on generational hierarchy. A high-level literature review was conducted to understand the differences, commonalities, and trends, and the implications for coaching practices. The findings suggest a strong need and desire for coaches, as individuals across generations strive to succeed in a more diverse, global, technically connected, and competitive environment.
Mid-Career Renewal Coaching: sustain passion and purpose for fast-track professionals from China
Jesse S. Hsu
Petra & Co.
Abstract: This attempts to shape a development path through coaching, with Chinese professionals age 35-50. By utilizing findings through Fredric Hudson's Life Renewal Cycle, apply the Six Principles of Developmental Changes to conduct Coaching Processes in line with Coaching Process to help clients renew their commitment. Literatures reviewed include: The Adult Years, The Resilient Life, and Co-Active Coaching.
Gender Stereotypes as Key Barriers to the Advancement of Women: Implication for Coaching Women Leaders
Margaret D'Onofrio
D'Onofrio Consulting Partners
Abstract: Gender stereotypes have contributed to a significant under representation of women in U.S. corporate leadership positions. Women are still seen as atypical leaders whose behaviors run counter to beliefs about gender appropriate roles. Biases that assume men are more natural leaders are not supported by factual evidence. Gender stereotypes impact women in numerous ways. Research findings indicate less favorable attitudes toward female than male leaders, greater difficulty for women to attain top leadership roles, and greater difficulty for these women to be viewed as effective in these roles. Coaching women executives requires a realistic understanding of the unique challenges faced by women in a biased environment.
Impact of Cross-Cultural Coaching on Globalization
Soraya Tarrant
Abstract: This highlights the significance of Cross- Cultural coaching in the development of the growing number of intercultural leaders. The key challenges and opportunities were compiled through personal interviews with the leaders of five multinational organizations based in Asia, Europe and US and includes extensive personal experience leading multicultural teams in the US and Europe. The paper examines the solutions offered by integrating interculturalism and coaching disciplines based on Philippe Rosinski’s book “Coaching Across Culture” and interview with the author. The findings and conclusions are further augmented by Web based research, most notably articles from the library of ITAP International (http://www.itapintl.com).
Leadership Development for Politicians: Using Coaching Skills to Help Elected Leaders Maintain Their Moral Compass
Beth Browde
Browde Communications
Abstract: This presents research on how political leaders maintain their moral compass while facing competing demands for resources, the need for compromise and coalition building and the often dirty business of gaining and maintaining power. Culling information from secondary and primary sources, this paper examines notions about leadership and decision-making, and frames for assessing leadership effectiveness. It posits that coaching would help government leaders be far more effective in building coalitions and achieving their objectives.
Enhancing Executive Leadership Coaching Using Virtual Environments
Jeffrey P. Jones
Executive Leadership Coach - Human Factor International
Abstract: Executive Coaching can be effectively enhanced through the use of virtual environments. Further exploration of the benefits of coaching in virtual reality as well as the challenges and requirements of coaching in that environment can produce new methods by which the effectiveness of executive coaching can be enhanced. This new experiential realm can provide clients the experience of leading organizations or groups, experimenting with new roles or ways of being, and producing tangible results in virtual environments that is similar to the real world without some of the consequences that reality imposes on their mindset. Coaching clients around agendas co-created from their virtual experiences has the capability to produce insights and learning that can be transferred into the clients real life.
Coaching Women Entrepreneurs: Introducing Coaching as a Tool for Success
Rossanna Figuera
CEO: The Talent Circle
Abstract: In 2007, Women-started businesses experienced the largest decline in one decade. Statistics show that women seem to come in and out of entrepreneurship. Through a mix of academic research and direct observation, this paper looks at the impact of introducing coaching to women entrepreneurs at different stages of their venture as a tool for success. The paper presents a case study based on Columbia University's Coaching Certification Program process.
Trust – A Personal Journey
Donna L. Michon
New York Leadership Consulting Group, Inc.
Coaching within an Organization: A Coaches Assessment
Abstract: This project’s focus is on trust and its relevance to the professional coach. Resources consulted include books (The Trusted Advisor, The Speed of Trust) and various leadership models. My most important finding is that trust is a critical and complex concept, much more than simple definitions of “honesty” or “integrity” can explain. Several tools for understanding and extending trust will be explored to benefit the professional coach and his/her coachees.
Lou Chrostowski
Executive Coach and Consultant, Old Mutual with Karlin Sloan & Company
Abstract: This focuses on what a coach should look for and assess to determine if a coaching engagement will be successful within an organization. Little has been written from a coach’s perspective so themes have been extrapolated from available literature which looks at coaching from an organizational perspective. The themes identified produce a roadmap a coach can utilize to assess the probability of coaching effectiveness within the organizational context.
Coaching Clients from the "Engineering Culture:" Implications for Practice
Mary D. Federico
President, Coach, Consultant, and Trainer at Organizational Behavior Strategies Ltd
Abstract: This paper focuses on identifying techniques/areas of emphasis to maximize coaching effectiveness with clients from the "engineering culture." There appears to be little peer-reviewed research on this topic, so the approach included identifying common characteristics and typical challenges. Main challenges arise when these professionals move into roles requiring people or project managements. An examination of the literature through the lens of the CCCP competencies and coaching phases yields potential strategies and leverage areas.
- Advanced Practicum: Cohort IIExecutive Onboarding and the Role of Executive Coaching in Facilitating Transition
Dr. Richard Arons
Managing Director, Korn/Ferry International, Princeton Office
Caren Fleit
Senior Client Partner, Korn/Ferry International, New York Office
Abstract: Executive assimilation also referred to as onboarding has garnered a lot of attention in the last five or six years since some of the key literature on the subject illustrated the benefits of more organized and purposeful onboarding. This paper reviews these benefits as well as some optimized practices for improving onboarding. A key insight of this study is that, in addition to practices promoted in the popular literature on the subject, onboarding should begin earlier, leveraging information about the executive’s competencies as identified in the recruiting process.
Strengths-Based Coaching: a Pilot Project in an Organization
Constance Cushman
Private Practice, Individual and Executive Coaching
Abstract: This paper describes a brief, focused coaching project which explored using the VIA Strengths Survey in a small organization as a means to 1) introduce coaching to the organization and 2) create a shared positive and appreciative vocabulary for the organization to use moving forward. It describes, from a practitioner’s viewpoint, the rich theoretical background for strengths-based coaching, the structure of the engagement, lessons learned, and possibilities for the future.
Keywords: VIA Signature Strengths, Positive Psychology, Appreciative Inquiry, and Positive Organizational Studies.
Leadership Effectiveness: Applying Learning from Neuroscience Discoveries with One-On-One Coaching for Desired Behavioral Change
Cynthia G. Russell
President & Founder, CG Russell Consulting
Abstract: This project investigates connections between leadership effectiveness and discoveries in neuroscience. The focus of this study is on how awareness of ones “thinking style preferences,” relating to emotional intelligence and brain dominance, combined with one-on-one coaching intervention, successfully impact leadership performance in today’s complex and dynamic organizations. Research included investigation of leadership, brain dominance, and human performance theories and practices. Sources included: Brain Imaging and Cognitive Neuroscience (Sarter, Berntson, Cacioppo); WICS: A Model of Leadership in Organizations and A Broad View of Intelligence (Sternberg); Thinking Style Preference, Emotional Intelligence and Leadership Effectiveness (Herbst, Maree); A Brain Styles Model of Change Responsiveness and Distributed Leadership in 21st Century Network Organizations (Neil McAdam); Emotions in Organizations, A Multi-Level Perspective (Ashkanasy); What Makes a Leader? And, Social Intelligence and Biology of Leadership (Goleman and Boyatzis).Keywords: Neuroscience, Leadership, Thinking Style Preference, Emotional Intelligence, Coaching.
Coaching On Time: Theory, Process and Tools for Organizational and Executive Coaching Engagements
Jessica Halgren
Owner, HalgrenCoaching, Netherlands
Abstract: An often overlooked, complex and finite resource, Time is essential to client, organizational and coaching success. Analysis of Time research and popular literature clarifies coaching’s exceptional strengths in helping clients improve the control and use of their time, while delivering transformative learning results that increase both performance and happiness. Coaching engagements that make use of Time theory, process and tools provide for client growth from outlook to outcomes in a supportive context of accountability and results-orientation.
Maximizing the Potential of Physician Leaders through Executive Coaching
Marsha K. Borling
Managing Partner, Baird/Borling Associates
Abstract: With the healthcare system in America moving closer to inevitable reform, physician leaders are needed to ensure that reform efforts result in a system that delivers quality, access, and affordability. Despite their vital role, some unique obstacles threaten physicians’ potential to succeed as change leaders. This paper highlights the growing need for physician leaders, the unique challenges they face, and how executive coaching can play a pivotal role in helping physician leaders succeed.
Cultivating Resilience
Nicole Woodard
Executive Coach, focus in the Financial Service Industry
Abstract: Resilience is often seen as our capacity to adapt to change, particularly in times of adversity. The focus of this paper is to understand resilience in a general sense and more specifically how it affects emerging leaders. I examine the attributes which impact resilience in order to help emerging leaders sustain professional performance as well as enhance the overall quality of their lives.
Coaching Expatriate Executives: Reviewing literature to inform practice and success factors
Pierre Faller
Marketing and Communication, Columbia Business School, Executive Education Program
Abstract: This paper explores the potential of executive coaching as an intervention for helping expatriate executives succeed in their assignments. The paper first intends to inform about expatriate coaching by presenting origins, definitions, processes, tools and related concepts found through a review of selected literature. In the second part, the paper looks at practical implications to succeed in expatriate coaching and suggests possible adjustments for current frameworks and guidelines proposed in the Columbia Certification Coaching Program.
Transformative Dimensions of Coaching for Leadership Development
Dr. Rachel Ciporen
Executive Coach, Columbia’s Open Enrollment Programs and Private Practice
Abstract: This paper explores how coaching can be used to assist leaders in becoming more aware of their existing (and often implicit) developmental frames. More specifically, the paper introduces key concepts derived from Mezirow’s (1995, 2000) theory of transformative learning and offers actionable recommendations for coaches interested in using this theory to support their work with clients in testing assumptions and reframing – two core competencies in the CCCP framework.
Keywords: transformative learning, coaching, learning mindset, testing assumptions.
Improving the Odds: Coaching in a Corporate Wellness Program
Ryder Ziebarth
Manager, Ryder Ziebarth Interior Design (RZID)
Abstract: The object of this project is to help the reader understand that coaching is a powerful tool needed for the success of any corporate wellness program. Through extensive Internet and library research as well as peer-related interviews, I was able to conclude that the coaching process not only makes a significant contribution to a corporation's bottom line through employee health and well being but also to the coaching industry at large.
Coaching the Chief Executive Officer (“CEO”) to make more effective use of the Board of Directors (“BOD”)
Sharon M. Dauk
Managing Director, Dauk/Wagner Investments, LLC
Abstract: Coaching the CEO to make more effective use of the BOD” focuses on applying best practice executive coaching techniques to the relationship between the CEO and BOD. Much has been written on CEO leadership development, and separately on improving BOD functionality, but little about the unique relationship between the two. In today’s rapidly evolving legal and regulatory environment, success of the organization can be enhanced by an effective CEO/BOD relationship. Best practice executive coaching techniques can be applied to this important issue.
Keywords: CEO Executive Coaching, CEO Team Building, BOD Roles, Coaching the BOD.
Coaching for Global Leadership Development in Japan
Warren J. Devalier
Founder, Interface, Inc., Japan
Change in all things is sweet.
Aristotle
Change before you have to.
Jack Welsh
If you wait, there will come nectar — like fair weather.
Japanese proverb
It does not matter how slowly you go as long as you do not stop.
Confucius
Abstract: My focus is to examine best practices in executive coaching in global leadership development and to delineate a model adapted for the Japan market, responsive to cultural differences, including communication style, and geared to enhancing a skill-set in cross-cultural negotiations, change leadership , and diversity management. I utilized the Columbia CCCP model as the launch point, and reviewed 23 books on executive coaching and leadership, especially works addressing cross-culture. I detected no major differences from the CCCP model, but emphasize the need to be patient in communication, especially in the contextual and content phases of coaching, a critical element in establishing trust. I proposed breaking out a discrete competency on emotional and cultural intelligence, commensurate with the increasing internationalization of the coaching industry.
Key words: Global leadership, Change Management, Coaching, Japan
- Advanced Practicum: Cohort IIIEmpower(ed) clients: Connecting the clients’ motivation with the desired behavior as source of successful change talk
Constanze Doering
Lawyer, Clifford Chance
Abstract: This essay focuses on the inner human code for a lasting behavioral change. Motivation was defined as an essential concept. For this, key elements of motivation are explored in order to use that knowledge for a coach’s smart dance in the moment with the client and achievement of real client’s commitment for personal growth.
Beyond the distinction between Coaching and Therapy: Articulating our Theories of Individual Change (TOIC) to clarify our offer and enhance our practice
Anibal Cerda
Teachers College, Columbia University
Abstract: The paper starts with a literature review to explore the distinction between coaching and therapy, and discusses the implied justifications. It concludes that while coaching and therapy are theoretically identified with a set of different characteristics, there is little clarity of what justifies this, and a broad mixture of both in practice. The paper emphasizes the importance of articulating our Theories of Individual Change as a clearer way of comparing approaches to change, and to facilitate helping professionals grow aware of their orientation and how it might be affecting their practice, and establish a better fit between what they offer and what their clients need in order to make progress.
Coaching through Questions (Learn to ask powerful questions)
Cassandra Cheng
Vice President, Group Human Resources, OCBC Bank
Abstract: This project first establishes the distinct differences of coaching and advising. It then reviews the role of Questions in Coaching. From the perspective that most HR practitioners are valued by their business partners for their consulting and advisory contributions, this research looks at concepts like Mindset Change, Conversational Models, construct of powerful questions to help HR practitioners build questioning skills so as to function and contribute effectively in the Coaching role.
Understanding and Leveraging Creativity in Coaching
Troels Wendelbo
Director of Corporate Human Resources, LEGO Group
Abstract: Creativity is one of the key engines to deepen and forward the content of coaching. This paper reviews selected theory on the nature and process of creativity, and relevant mindsets to enhance a creative flow. Corresponding implications for coaching practice is discussed, in the format of preliminary suggestions for possible emphasizes and awareness points to best support client creativity in different phases of the coaching process.
Integrative Executive Coaching: Blending Multiple Identities Into a Signature Style
Mark Horney
Director of Career Management, Columbia Business School
Abstract: The coaching literature cautions against giving advice to clients and this message is reflected in the CCCP Foundations, which instead emphasize the importance of supporting clients in the process of discovering their own answers. Nonetheless, clients often seek our “expertise” and we, as coaches, possess a wealth of knowledge and professional experiences that may serve to help move our clients toward their goals. This paper explores how coaches can integrate secondary, or even tertiary, professional identities into a single, more powerful coaching style that shares “expertise” while still adhering to CCCP Foundations.
The Case for Coaching Services within a Higher Education Context: An Adult Learning Perspective
Deborah Levi
Assistant Director, Center for Student Wellness, Columbia University Medical Center
Abstract: The focus of this project was to discover if coaching services have a place within institutions of higher education. Current research on the topic was investigated with few results, implying an opportunity for more rigorous academic research in this area. This project reviews data from middle school and high school students, and researches the need of graduate students for coaching services. In order to ground coaching as a possibility in a higher education context, this paper emphasizes three major adult learning theories to elements of coaching foundation.
Coaching the Patient-Physician Relationship: A Successful Approach to Lower Healthcare Costs with Improved Medical Outcomes
Dr. Michael G. Cassatly
President, MedAchieve Inc.
Abstract: Managed care, the model for healthcare delivery in the US, has resulted in an increased number of patients receiving healthcare with less time per encounter, thereby weakening the patient-physician relationship. An extensive literature search demonstrates that professional coaching skills properly applied to healthcare will regain the quality of the physician-patient relationship while lowering healthcare costs and improving medical outcomes; a new market for coaching.
Coaching Processes in Business School
Silvana Mello
Human Resources Director, Latin America of Visual Presence, Trade Marketing, Company Solutions
Abstract: My focus is to examine best global practices in executive coaching applied in Business Schools in order to help my reader: executives, leaders, and professional coaches understand how the coaching processes in Business Schools can contribute to the students’ professional career and why or if students should choose a business school with a structured coaching process. I utilized the Columbia CCCP model as the launch point, and reviewed some books and articles on Executive Coaching, especially works addressing coaching applied in business schools. I researched the 55thies first B-schools of the Global MBA Ranking 2009 from Financial Times. I discovered a lack of structured coaching processes in businesses schools in a worldwide perspective and, at the same time a valuable opportunity for future coaches.
Executive Coaching: Recruiting & Retaining Clients
Mark Hartmann Jr., MSc
President & C.O.O., EthiCare Advisors, Inc.
Abstract: With a declining economy and a more complicated, competitive marketplace, the need for engaging and empowering managers has become paramount to the success of any corporation. The purpose of this discussion is to readily identify necessary core principles for executive coaches, and outline the inevitable obstacles that are encountered during the startup phase of client building. The paper will also address the relevance of certification for executive coaching and its impact on marketing coaching services.
Guidelines for Developing an Organizational Coaching Program
Eric Allison
Foreign Service Officer, U.S. Department of State
Abstract: The paper's purpose is to review organizational coaching models and describe their relative merits, identifying those factors which seem to most directly affect program performance based on a literature review and program manager interviews. Definitions and process descriptions of the organizational coaching models are presented. The paper concludes with the identification of factors relevant to the alignment of coaching programs to their organizational sponsor's goals.
Tools for Transition
Elaine Holland
Client Talent Officer, Milward Brown
Abstract: This paper looks at the coaching tools available when working with clients who are going through a transition process. The tools were identified by reviewing the works of five authors who have written about transitions. Their coaching frameworks were compared to the Columbia coaching process. Finally, what can derail the transition process is also discussed.
Executive Coaching: Developing Corporate Standards for Success
Daniel Lawlor
Senior Director, Human Resources Cephalon, Inc.
Abstract: This paper provides an overview of factors organizations can consider to enhance external executive coaching outcomes. Based on reviews of relevant research and professional association studies, and pilot work conducted by the author with global consulting firms, the paper validates that coaching is a significant business expense often applied in an uncoordinated and inconsistent manner, and provides recommendations for developing corporate standards to enable more effective management of executive coaching and return on organizational investment.
Executive Coaching as a Booster to Achieve and Sustain Top Performance
Carsten Lindgaard
Founder & Partner, FranklinCovey Nordic Approach
Abstract: With this paper I hope to give the leader some insights into what few ordinary things done consistently will create top performance over time. Being in the midst of the complexity curve that’s where The Law of the Diminishing Returns will work like a tornado and destroy potential value creation. So what are the few leverage points for achieving top performance and how can executive coaching boost or speed up the journey to achieve it?
Developmental Coaching in the Postmodern World: A Proposal for Using the Developmental Coaching Models of Robert Kegan, Otto Laske, and Frederic Hudson
Maria Rios
Abstract: What I propose to do with this paper is to examine the relevance that the developmental coaching models of Robert Kegan, Otto Laske, and Frederic Hudson have and the role they play for individuals and learning organizations in today’s postmodern world. The transformation that occurs in the developmental coaching process is most especially relevant in the postmodern world in which we live and work where complex and multidimensional realities are ever present challenges.
The Importance of Spiritual Values in Coaching
Eric Lee
Principal Coach, Career Transitions
Abstract: The focus of this paper is to examine the importance of spiritual values in coaching. While it is not a study on apologetics, comparisons will be made mainly between the teachings of Buddhism and Christianity, with some references are made to other major religions and philosophies as appropriate. The implications and applications on coaching, from the perspectives of both the coach and the client, will then be discussed and observations and lessons noted.
Co-active Coaching Women Over Forty as a Transformational Life-affirming Pathway for Personal Inquiry
Alyson Vogel
Abstract: The phase of life for women over forty is a fertile time for self-exploration, personal growth, and meaning-making. Coaching can provide women an opportunity to shift the meaning behind life transitions from that of loss, to a perspective of balance and action. This paper has the intent of examining potential applications in coaching women over forty for use in my professional practice and for presenting the implications to the coaching field to highlight issues that are unique to women of this age group.
Coaching for Results
Antonio Ornellas
Supply Chain & Operations Director, Verifone – Brazil
Abstract: My focus is to study and address how a coaching process can improve performance an it’s appeal with clear objectives, progress indicators helping executives leaders and professional coaches understand why coaching clients should choose coaches that have better ways to follow the coaching progress and commitments to final results. I reviewed 06 books on Executive Coaching, especially works addressing coaching value add and some articles. A preliminary survey showed opportunities for Coaches to adhere to better practices that may increase results and Customer Satisfaction.
Creating and Sustaining an Internal Executive Coaching Practice and Coaching Culture: Internal Executive Coaching Methodology
Nancy Amick, Ph.D.
Vice President and Leadership Development Consultant
Abstract: This paper describes the executive coaching methodology used by internal coaches working within a sales organization of a large financial institution in the United States. The focus is on the methods and tools used at the beginning, middle and end phases of coaching. How executive coaching is defined, the overarching purpose of coaching and the methods that inform the work are also reviewed. The paper concludes with a discussion of the successes and challenges with providing internal executive coaching and recommendations for future practice.
Theoretical Foundations of a Coaching Culture
Patricia Armstrong, Ph.D.
Senior Vice President and Human Resources Director
Abstract: This paper reviews the theoretical underpinnings of the concept of a coaching culture in order to create a hypothesis regarding the critical elements required to create a coaching culture that can be tested with future research. In particular the paper focuses on prior research related to the definition of a coaching culture and what others have asserted as the key components of a successful coaching culture. This paper concludes with a summary of the relevant linkages from the literature to a potential framework for establishing a coaching culture.
Creating and Sustaining an Internal Executive Coaching Practice within Wells Fargo: Designing an Executive Coaching Program
Stephanie Duignan, M.S., M.A.
Abstract: This paper describes the key components of designing and develop an internal Executive coaching program within a sales organization in a large financial institution. The fundamental program elements will be outlined including alignment with the overall organizational vision, business and leadership development strategies, support of an Executive Sponsor, our coaching philosophy and offerings, building an internal coach cadre, use of external coaches and funding. Given the growing interest in internal executive coaching programs, an understanding of the factors that support this practice can help to inform human resource professionals and leadership development practitioners as they explore and implement this practice within their organizations.
Cascading the Coaching Culture
Lorilee Mills
Leadership Development Consultant
Abstract: This paper focuses on the implementation of a program and follow-up strategy designed to leverage the investment in the current executive coaching program, with the intent, of cascading a coaching culture throughout our sales organization in a large financial institution. It will provide an overview of the design and inception of this program, as well as an examination of tools and resources. This paper concludes with a discussion of manager as coach and implications of keeping the coaching culture alive within the organization.
Impact and Effectiveness of Internal Executive Coaching
Denise Verolini, Ph.D.
Vice President and Leadership Development Consultant
Abstract: This paper focuses on the impact and effectiveness of internal Executive Coaching within a sales organization of a large financial organization. It provides an overview of executive coaching, a selected review of coaching efficacy literature, and presents challenges encountered when attempting to determine the precise return on investment (ROI) of coaching in organizational settings. Results of a customized survey are presented in which coaching clients rate and describe the impact of executive coaching. The paper concludes with considerations for future data collection.
- Advanced Practicum: Cohort IVExploring Connections between Executive Coaching and Sports Coaching: Mental Imagery and Concentration
Carmen M. Allison
Gap Inc., Old Navy
Abstract: This purpose of this research and subsequent paper was to first explore what connections exist between the coaching of athletes in a sports environment and the executive coaching principles and coaching processes. I learned at Columbia Executive and Organizational Coaching program. Once I completed the exploration of the multitude of connections I began a deeper analysis of mental imagery/visualization and focus/concentration. Three books were relied upon for building my awareness of sports coaching. I found these books though a Google search. I also found several journals and online articles through a professional organization for sports coaching. I found several techniques, and approaches that could help me in my executive coaching practice. In Phase II when I am coaching a client and exploring options one coaching task is “feed forward”. Mental Imagery will help me coach clients in gaining more vivid details as they define their future state. Concentration/focus techniques can be used as I provide homework assignments to clients in addition to seeking out ways for them achieve full execution of their action strategies.
Keywords: Sports Coaching, Mental Imagery, Visualization, Concentration, Focus
Coaching Stressed Out Executives More Effectively
Mac Gregor A. Burns
G Burns and Associates LLC
Abstract: This paper presents how a coach can help clients understand, accept and learn how to handle their Jungian ‘hidden personalities“ more effectively under daily stress. It also shares insights from selected executive coaching literature and specific questions that coaches can use to help their clients learn from their “in the grip” experiences, enabling the executives to continue to grow and reach their potential.
Keywords: Executive coaching, Stress, Jung, MBTI, Naomi Quenk
Coaching Millennials: The Evolution of Coaching for the Next Generation
Carolynn S. Cameron
Johnson & Johnson
Abstract: This paper seeks to identify how the cultural attributes of the Millennial generation will influence the coaching field as Millennials assume a greater proportion of the workplace. By evaluating demographic shifts and generational cultural attributes of Coaching’s incumbent and following generations, the industry and Columbia’s Coaching Core Competencies will evolve and expand from their current foundation to meet the preferences of the Millennial generation.
Keywords: Generations, Millennial Generation, Coaching Tools, Coaching Industry
Building Capabilities Through Talent Management
Gerald C. Cauley
Principal, NJ Brownstone
Abstract: Talent management has become increasingly important in today's competitive business environment. With the changing demographics and projected skill gaps. Companies need to proactively use diversity and inclusion practices to leverage the full range of perspectives, knowledge and experiences that are available to create a competitive advantage. When coaching is linked to talent management strategies, hiring, employee development, day to day operations and vendor management companies can build capabilities that affect the bottom line. The resources that I plan to use are A Leader’s Guide to Leveraging Diversity by Terrence E. Maltbia and Anne T. Power also Redefining Diversity by R. Roosevelt Thomas, Jr.
Keywords: Action Learning and Leadership Development
Impact of Intuitive Information Gathering on Coaching
Philippe De Bock
Delhaize Group
Abstract: The purpose of this paper is to learn more about the impact of intuition information gathering on coaching. More specifically I would like to understand how you can better use your intuition to coach effectively without becoming judgmental in your coaching. Therefore I did some literature research on intuitive information gathering and linked the readings to our CCCP competencies and guiding principles. I learned that intuitive information gathering is a relevant source of information if used in the correct way and not used in a judgmental way.
Keywords: coaching, intuitive, information gathering
The Impact of Self Management in the Coaching Relationship
Diane E. Dooley
Teachers College, Columbia University
Abstract: The purpose of my paper is to draw attention to the concept of “self management” as it relates to “the self” within the context of a coaching relationship. I intend to highlight the significant impact a coach and client have when self management skills are present. Through definition, history and origination self management will be defined by its competencies, traits, and principles and linked to effective coaching. Literature includes various business and medical journals and Coaching books.
How Executive Coaching Adds Value to Executive On-Boarding Process
Cindy W. Drankoski
HR Consultant
Abstract: This paper focuses on how coaching can enhance the on-boarding process for senior leaders. It examines the importance of critical behaviors during an executive’s first six months in a role. I read three books and referenced a fourth on Executive On-Boarding and Leadership. The emphasis was on actions rather than behaviors that can affect the success of new leaders. A tool which focuses on behavior based coaching is presented as an alternative.
Keywords: Executive Coaching, Leadership Transitions, Leadership Competencies
Executive Coaching as an Intervention Model for Urban School Principals
Karren N. Dunkley
Teachers College, Columbia University
Abstract: This paper examines the efficacy of executive coaching as a transferable model of intervention to support urban school principals, who exit the profession despite having mentors and sponsors who supposedly are available to support, encourage and help them succeed. Executive coaching presents an alternative model of support for district leaders, policymakers and practitioners, based on the findings that it improves leadership developmental and enhances personal and professional competencies.
Keywords: Executive coaching, Urban School Principal
Coaching Through Polarities
Jose Augusto Figueiredo
DBM Brasil
Abstract: The main focus of this work is to assess and understand the vectors that integrate and interact in the forging of leaders in a transition process perspective through the lens of Coaching. Specifically, Dr Barry Johnson´s Polarity Management model combined with the CCCP Foundations was chosen to guide the inquiry. Selected works from renowned authors on the resistance and the consequent lack of awareness that prevail in situations of leaders’ transition were reviewed and compared. The case study of one leader that has experienced the building of his polarity map during the CCCP practicum is includes and enriches the work.
Keywords: Transition, Polarity, Resistance, Change, Development
Decision making in the Executive Coaching Process
Deborah L. Hadley
Columbia Business School & Teachers College, Columbia University
Abstract: This paper applies the conceptual decision making model, as devised by Paul J.H. Schoemaker and I. Edward Russo from their published work “Winning Decisions”, to concepts drawn from popular published authors, the Columbia Coaching model and interviews with authors, thought leaders and corporate executives. Schoemaker and Russo’s decision making model is based on real-world decision consulting and research, and it extends on the foundational findings of behavioral and cognitive researchers Daniel Kahneman, Amos Twersky and Herbert A. Simon. The paper is intended to expand coaching and collaboration processes used by business executives and in organizations by understanding the context around the neuroscience of decision making through behavioral decision research and the impact of complex processes involving cognitive, social and emotional components.
Keywords: Decision making, Behavioral decision research, Executive coaching, Collaboration, Leadership development
Coaching Executives Leading People with Diverse Cultural Orientations
Roberto Hiriart
Executive Coach and Human Resources Consultant
Abstract: This paper presents a set of tools and practices for effectively coaching business executives to lead people with different cultural preferences. The model is based in the Cultural Orientations Framework developed by Philippe Rosinski in “Coaching Across Cultures.” The paper also presents the results of applying the Cultural Orientations Indicator (COI) as a tool for giving feedback and creating self awareness in the Executives being coached.
Keywords: Cross Culture, Organizational culture, Executive Coaching
Awareness, Perception, and Consciousness: Coaching and Cognitive Behavioral Neuropsychology
Jane Howell
Howell Coaching
Abstract: Awareness, perception and consciousness are key components of the coaching profession, coaching process and a coach's personal and professional development. The field of cognitive neuroscience provides inforamtion on brain processes that deepen our understanding of awareness, perception and action and can help the field of coaching to continue to develop effective processes and tools to facilitate a coachee's ability to attain his or her goals.
Keywords: Awareness, executive coaching, cognitive neuroscience, perception, consciousness
HealthCare in Flux – Implications for Coaching Physicians
Andrew C. Johnston
Anne Arundel Health System
Abstract: This paper presents an evaluation of current dynamics in the healthcare industry and the resulting multitude of challenges that impact physicians and physician leaders. Legislative healthcare reform, and its uncertainties, adds to an ever increasing milieu of business, regulatory, organizational, and general leadership challenges for physicians. The research presents evidence to support executive coaching as a viable solution to support physicians through the current and pending processes of change.
Keywords: Physician leadership development, Healthcare reform, Executive coaching, Change management
The Efficacy of Executive Coaching
Donald G. Lang
Talent Effects, Inc.
Abstract: The practice of executive coaching as a tool for leadership development has grown in recent years despite limited evidence for its efficacy. This paper examines various types of impact measures found in available literature on the effectiveness of executive coaching and considers strengths, limitations and areas of needed future work. It concludes with a summary of how knowledge of these key indicators might be used to inform the practice of executive coaching.
Keywords: Executive coaching; Efficacy and executive coaching; Measures of executive coaching effectiveness
The Undersocialized Resident: A Growing Problem in Residency Training Programs and a Perfect Client Niche for the Emerging Field of Coaching
Robert E. Levey
Oak Ridge National Laboratory and University of Tennessee Graduate School of Medicine
Abstract: This phase I study defines the under socialized resident concept. Achieving expected knowledge base and practice competencies, undersocialized residents present behaviors constituting shifts from traditional historic expectations. Symptom examples may include: decline in professional commitment, difficultly working in a team and deficiencies in maturity, socialization skills and social judgment. This paper examines historical and generational contributory factors. Case examples are presented. Coaching is proposed as an effective method for addressing the proposed undersocialized resident phenomenon.
Keywords: Coaching, Generational Influences, Emotional Intelligence
Metaphor as a Coaching Skill and Implications for Practice
Kathrine S. Livingston
Harvard Graduate School of Education, Harvard University
Abstract: This paper explores the significance of metaphor usage in executive coaching conversations. Although metaphor has been cited as a coaching skill, little has been written about how coaches systematically attend to and work with metaphor in client language. The paper asserts that metaphor is an important and powerful language act that represents a client’s way(s) of making meaning and is therefore a component of coaching conversations that merits intentional focus. Drawing from literature in cognitive linguistics, constructivist psychology, psychotherapy, neurobiology, cultural anthropology and executive coaching, this paper looks at the role metaphor plays in a client’s narrative and how coaches can identify and effectively explore metaphorical language to deepen client understanding. The paper also explores the trade-offs of coaches introducing their own metaphors into the dialogue and self-management factors to consider when doing so. Finally, the paper proposes that coaches reflect on their own thinking style and the implications it has for their practice when working with clients who use metaphor to varying degrees.
Keywords: Metaphor, Executive coaching, Meaning making, Constructivism
Science of Positive Psychology in Leadership and Executive Coaching
Leland W. McKee
Leland & Company
Abstract: This paper explores the science of positive psychology, recent movement toward positive psychology and application to leadership and executive coaching. Positive Psychology is a broad field. Focus will be on the area of happiness and optimism, context, highly effective people, content, and positive and effective decision making for the future, conduct. Resources and literature focuses on early thought on positive emotion to the current movement in positive psychology and application to the coaching process.
Keywords: Positive Psychology, Emotional Intelligence, Happiness, Optimism, Executive Coaching
The Impact of Coaching on Innovation
Amy M. Miller
Executive Coach, Sage Gorilla
Abstract: This paper presents a comparison of several components of the coaching process to several successful models for promoting innovation in a work environment. The intent is to explore and discuss the similarities between the two areas for the purpose of highlighting their congruencies and exploring the potential for executive coaching to have a positive impact on fostering innovation.
Keywords: Executive coaching, Innovation, Diversity of Thought, Creativity
The Sponsor’s Perspective-How HR and Talent Executives are Using External Coaching in this Economic Environment
Joanna Miller-de Zwart
Russell Reynolds Associates
Abstract: This project is a survey of 25 heads of human resources, executive development and talent management professionals in Fortune 200 companies to evaluate their use of external executive coaching; how it has changed during the economic downturn ;circumstances or events which prompt hiring an external coach; measuring the effectiveness of coaching engagements; and outlook for the coming year. It will also include a review of current literature on the subject of companies’ use of external coaching.
Keywords: Executive coaching, sponsors
Talent Management Profile (TMP) Applied to the Columbia Coaching Process
Daniel Nafzger
Columbia Coaching Certificate Program, Columbia University
Abstract: This paper presents how Team Management Profile (TMP), an assessment tool for teams, can be applied to individual use, following the Columbia Coaching Process. This is intended to expand the use of TMP and help individuals become more aware of their work preference when contributing in a team environment. Literature reviewed includes, “Psychometrics in Coaching,” materials from the Columbia Coaching Certification Program as well as numerous research articles provided by Team Management Systems.
Keywords: Executive Coaching, Team Management Profile, Team Assessment
Global Leaders’ Social Capital Formation: Executive Coaching Perspectives
Yoshie Tomozumi Nakamura
Teachers College, Columbia University
Abstract: The field of executive coaching’s continuing need to provide leadership development and performance support in today’s diverse interactive workplace inspired this exploration. This conceptual paper looks at how aspects of coaching can inform leaders’ social capital formation in organizations. The paper presents coaching tools that can facilitate executives’ social capital formation to better develop organizational leaders and achieve business outcomes.
Keywords: Executive Coaching, Organizational Leadership, Social Capital
The Many-headed Professional: How to Cope with the (Additional) Role as an Internal Coach While Being the HR Professional
Susanne Öngör
Bayer A/S
Abstract: This paper looks into the considerations and possible implications of obtaining multiple roles among which is the role as an internal coach. The paper is based on inquiries related to recognized HR role concepts and practices, the experience of obtaining multiple roles and the experience of being an internal coach. The supporting/guiding theories are focusing on Self and Social Construction. The paper suggests ways of how to relate well with possible built in dilemmas.
Keywords: Internal coach, Human Resources, Roles, Self, Social Construction
High-Impact Decision Making in Executive Coaching Process
Manuela Victoria Plapcianu
Teachers College, Columbia University
Abstract: This paper presents specific coaching models and technicalities for High-impact decision making. The project itself is a short journey into neuroscience impact to people decision making, different perspectives and related mechanisms that motivates or blocks people to make and implement decisions. The findings from the selected literature represent both a summary of main factors to be counted into decision making process as well specific instruments Coaches may develop for a more successfully coaching process.
Keywords: Decision making, Coaching Process, Motivators and Inhibitors to Decision Making, Self-renewal
Facilitating Organizational Change Through Coaching
Pamela Rosati
Evolution Consulting, LLC
Abstract: To strategically combine the ORID questioning and listening tool (presented in CCCP) with essential components from change models to create a training module designed to build coaching capacity in managers that helps their employees navigate change in organizations.
Keywords: Change Models, Managerial Coaching, Art Form Method (the basis of ORID), and ORID
Coaching Public School Leadership
Ronald Saltz
New Paradigm Enterprises
Abstract: This paper explores the question, "Why do leadership coaching programs, such as NYC's Leadership Academy or the Pennsylvania Coaching Initiative show little evidence of success as measured by student outcomes. It reviews literature that describes successful leadership in four areas - business, politics, the military and public schools - and concludes that a dilemma school leadership coaches must address is the mismatch between coachings constructivist framework and the positivistic frameworks in which schools operate. The paper concludes with a reflection upon strategies for addressing the consequences of the paradigm mismatch between schools and leadership coaching.
Keywords: School leadership, coaching, constructivism, positivism
Coaching Presence: Is it the only requirement for being a coach?
Yousuf Siddiqui
Congruent Inc. (Growth at Work)
Abstract: This paper presents a perspective about coaching as an art and not a science. Coaching has existed as long as the transfer of experiential knowledge has. The focus of the paper will be on identifying the success criteria of a coach-coachee relationship by using examples of mentor-mentee and student-teacher relationships in the world of academia (Freud-Jung) and philosophy (Aristotle-Socrates). The paper will explore the concept of coaching presence.
Keywords: One-on-One learning, Coach-Coachee Relationship, Coaching as an Art Form
The Positive Influence of “Coaching Presence” on Mediation
Nicole S.L. Tan, MS
Maastricht University, Netherlands
Abstract: The Transformative Mediation Model and the Co-Active Coaching Model reflect the same premises about human nature: The client is naturally creative, resourceful, and whole. As a result, the outcomes are in the parties’ own hands and success is not measured by settlement per se. “Coaching Presence” helps mediators to focus on communication, and identify opportunities for empowerment and recognition. In addition to existing programs, mediators could benefit from a protocol with a focus on “how to apply “Coaching Presence” to their work.
Role of Coaching in Cultural Conflicts: When People Try to “Name their Enemy.”
Keiko Tanaka
English/Japanese Freelance Interpreter
Abstract: People tend to name their “enemy” when they face difficulties. Cultural differences could be one of the easiest to spot in such cases. “Culture” can be any characteristics formed by different groups of people (i.e. nationality, ethnics, gender, religion or corporate culture) but here, I would like to look at nationality as a cause of conflict in Japanese business world and how coaching could take a role.
Keywords: Cultural conflicts, fear for unknown, stereotypes, naming evils, communication difficulties caused by differences in linguistic natures
Peer Coaching and Transformational Learning
Zachary Van Rossum
Teachers College, Columbia University
Abstract:This study looks at the perceived impacts of a 12-week peer coaching and critical reflection training program in order to better understand a) the perceived changes experienced by the 11 participants; b) the factors they described as most supporting or enabling this change. This study highlights some of the ways peer coaching can be used to support developmental or transformational learning.
Keywords: Peer coaching, constructive-developmental psychology, transformational learning, graduate students, critical reflection
Abstract
Nicole Vlamis
Gennum Corporation
Abstract: I am studying a sample of coaching programs to see how the internal work for a coach is represented in current curricula. The output of this project would be recommended curricula and/or tools deepen the development of coaches relative to their inner work. In its current stage of maturation, the Executive Coaching profession requires its practitioners to grow beyond techniques and embrace internal work. Coaches who invest in their development and become leaders in their own lives embody the necessary commitment and courage, and so inspire their clients through example. Coaching programs that see ongoing internal work as the energizing principle of a coach’s professional development reflect it in their curricula. They invite coaches to take ownership of their inner process.
Keywords: Leadership Development, Transformational Learning, Presence, Inner Work, Executive Coaching
Asking Questions is the Key: Unlock the Power of Leadership
Giselle Wagner
Columbia Coaching Certificate Program
Abstract: This paper focuses on a common challenge that new managers encounter, specifically the transition from individual contributor to influencer and leader. A review of journals, articles and texts on management resulted in the identification of the importance of asking questions to improve dialogue, handle hot topics and develop an environment of trust. To help coaches support clients when this issue presents itself, a few exercises and model are suggested.
Keywords: Identity Shifts and Transition into Management, Leadership, Questions, Difficult Conversations - Advanced Practicum: Cohort VExploring the Relationship of Culture and the Coaching Process: How a coach’s cultural intelligence influences the coaching engagement.
Bob Andrews
Gap Inc., San Francisco, CAAbstract: Is it enough for a coach to be aware of the ethnic and national cultural influences of their client? This paper and research began as an exploration of cross-cultural coaching through a global lens. As I dug deeper into the literature and began a self exploration of my own level of cultural intelligence, the research and subsequent paper took a turn. With Hofstede’s work on culture as the foundation, I began to explore how developing cultural intelligence and expanding the knowledge of a client’s cultural worldview would impact the coaching relationship and process. I then began to explore how a greater use of the Developmental Frames component in Phase 1 of the CCCP Coaching Process supports the coaching relationship and process by building the coach’s cultural intelligence. The paper concludes with an answer and recap of personal experience with my opening question.
Keywords: Culture, Cross-cultural coaching, Cultural Intelligence, Cultural Orientation
The Art and Science of Goal-Setting: Helping Clients Go Beyond SMART
Joseph E. Casey
Columbia Coaching Certification ProgramAbstract: Coaches and leaders know how to set goals. But are their goal-setting practices up-to date? The focus is on goal-setting practices in executive coaching and newer approaches. A literature review examines goal-setting theory, SMART, neuroscience and psychology. Three newer models of goal-setting are evaluated. Major findings include the importance of emotions and commitment. Implications for practice include a sharper lens on the goal-setting phase of the coaching process and additional research-based tools and techniques.
Keywords: Goal-setting, Neuroscience, Leadership Development, Executive Coaching.
The Role of Executive Coaching in Preparing and Supporting Internal Hospital C Suite Candidates for the Hospital CEO Position
Dr. Thomas C. Dolan
American College of Healthcare ExecutivesAbstract: This paper describes the role that executive coaching can contribute to preparing and supporting internal hospital C suite candidates (e.g., chief operating officer, chief medical officer, etc.) for the hospital CEO position. As baby boomers retire, the rate of hospital CEO turnover will increase. This paper reviews the various types of CEOs succession and argues that executive coaching is especially effective when used as part of a relay CEO succession process.
Keywords: CEO Succession, Executive Coaching, Leadership Development
Employee Engagement: Implications for Leadership and Executive Coaching
Carolyn Esposito
Talent Pathways Inc.Abstract:This paper examines the meaning of employee engagement and its impact on business outcomes. It explores the ways in which individuals become more or less engaged in their work, focusing primarily on William A. Kahn’s work on the psychological conditions of engagement (1990) and psychological presence at work (1992). Through a review of related literature, external and organizational influences are discussed, as well as implications for the practice of leadership and executive coaching.
Keywords:Employee Engagement, Psychological Presence, Leadership
Intuition as a Learned Skill
R. Kevin Flood
Consultant
Abstract: The focus of this paper is to highlight intuition as a learned skill and its role in executive decision making and the role the coach has in understanding intuition from this point of view. The paper describes the role of implicit learning and learning from experience in the formation of intuition. What does the coach need to understand about their own intuition as well as the clients?Keywords: Decision making, learning from experience, coaches intuition
Creating a Comprehensive Coach Measurement Tool through Investigating Measurement Approaches from the T&D Field
Gregory B. Friedman
Boston Scientific Corporation
Columbia University Coach Certification ProgramAbstract: Organizations rarely assess coaching impact. A gap exists for a consistent comprehensive coaching measurement approach. This project aims to create such a model by exploring Kirkpatrick’s four levels of evaluation for Training and Development initiatives. Adaptation and modification of Kirkpatrick’s model for coaching application is discussed and as a result, a complete usable measurement tool is developed and offered to the coaching field.
Keywords: Coaching, Kirkpatrick, levels of assessment, measurement model, measurement tool, return on investment, ROI
Is the ROI of Coaching Measured?
Dr. Monique Fuchs
Monique Fuchs, Organizational Development & Coaching
Abstract: Coaching is becoming a strong component of talent management practices within for-profit and non-profit organizations. This project explores, if the return on investment (ROI) of coaching is measured by providers and/or client organizations based on its expectation as leadership and professional development tool. Theoretical expectations derived from literature review will be paralleled with practical realities, variances discussed and possible guidelines developed for coaching providers and/or client organizations interested in establishing solid measurements in the future.Keywords: ROI, Metrics, Leadership Development, Professional Development
Establishing Coaching as a Culture: A Longitudinal Study of EMC's Coaching Practice
Gisele E. Garceau, EMC
CCCP
Abstract: This paper will explore the historical growth of coaching services within a high-tech manufacturing company’s business growth and changes over the three years since inception, and the strategy for the coming year. Key disciplines of coaching, budget, target market, and the role of the program manager will be discussed, and the Burke-Litwin Model will be used to anchor the year over year progress in using coaching to the organizational development of the firm.
Keywords:Coaching Practice, Culture, Longitudinal
Manager as Coach: Hidden enablers of an effective supervisory coaching training program
Amanda Kowal Kenyon
Ketchum
Abstract: As organizations become more aware of the real business benefits of coaching, they are turning to their own managers to demonstrate coaching as a key leadership skill. Aside from readily accessible content in the business literature regarding what makes for effective manager training, I sought to uncover success enablers that might be less obvious but even more impactful. Key insights from psychology journals included focusing on the managers’ implied person theory (IPT) whether they were personally coaching or simply supervising someone being coached.
Key words: Supervisory coaching; Manager as coach, Implied Person Theory, Manager training
Coaching and Presence
Shirley. E. Haggarty
External Coach
Abstract: This paper explores coaching presence and its impact on the coaching engagement. The literature review starts with D. Silsbee’s ‘Presence Based Coaching’ moving into the executive space with M. O’Neill’s ‘Executive Coaching with Backbone and Heart’. The related topics of ‘psychological presence’ and ‘psychological mindedness’ are considered. The need for coach skills development is reinforced, particularly ‘self awareness’ and ‘self regulation’. All leading towards a conclusion that establishing a ‘signature coaching presence’ is highly recommended.
Keywords: Coaching Presence; Psychological Presence; Psychological Mindedness; and Signature Coaching Presence
Coaching for Self-Efficacy: Driving Employee Engagement through Executive Coaching
Ash Hanson
AVP, Leadership & Organizational Development, ARAMARK
Abstract: While extensive research has been conducted on the impact of manager’s coaching skills on employee engagement, this paper seeks to establish connections between executive coaching and employee engagement, specifically through the development of perceived self-efficacy. The paper draws from Bandura’s (1997) work on self-efficacy in addition to a number of journal articles, and offers tools and ideas for coaches to incorporate into their coaching practice.
Keywords: Executive coaching, engagement, self-efficacy
Positive Psychology Coaching: How to apply Positive Psychology to your Coaching Practice
Stefan Hendriks
Teachers College, Columbia University
Abstract: This paper focuses on Positive Psychology and Coaching. It has a history of Psychology Schools and provides the goals, objects of study, and definitions of Happiness, Hope and Strengths, and criticism of Positive Psychology. It concludes with exercises to increase happiness and develop strengths. Positive Psychology focuses on positive emotions, strengths and positive institutions which enable individuals and communities to thrive. The literature reviewed is a selection of articles from Martin Seligman, his co-authors and a Positive Psychology Coaching Book.
Keywords: Positive Psychology, Structuralism, Functionalism, Psycho Analysis, Behaviorism, Humanistic Psychology, Cognitive Psychology, Strengths, Happiness, Hope, Coaching, Mission Statement, Ideal Self, Reflective Best Self, Positive Diagnostic System, Happiness Assessments, Strengths Assessments
Coaching Baby Boomers for Meaning, Purpose and Fulfillment
Rae G. Janvey
Independent Consultant
Abstract: This paper explores the challenges and opportunities Baby Boomers, transitioning into Third Chapters face; focusing on the role of purpose, meaning, and fulfillment as key motivators for generative Encore Careers. Coaching helps surface the necessary frameworks (values, passions, strengths, purpose) and challenges, that will enable Baby Boomers to create compelling visions for Encore Careers, ultimately linking these with realistic plans for actualizing themselves and leaving a legacy.
Keywords: Leadership; Adults as Learners; Balance/Values/Strengths//Passions/Vision; Baby Boomers; Encore Careers/non-profits
Coaching Lawyers: Working With a Judging Culture
Alexa Sherr Hartley and Dana Kirchman
Abstract: The legal profession has a long tradition of apprenticeship and mentoring. Yet law firms have not adopted coaching as part of their professional development culture in the same way as many more traditional corporations and professional firms. In fact, professional development in law firms often focuses exclusively on content knowledge, rather than managerial and emotional competency skills. We set out to understand what makes coaching lawyers different from coaching in a corporate context, and how those differences can help us design a tailored coaching program that can succeed in bringing coaching to law firms. Our focus is on the five elements that make coaching lawyers different from coaching executives.
Key Words: Personality types of lawyers, Legal education, Law firm organization structure, Law firm compensation structure, Culture and values.
A Coaching Assignment in the Corporate World: Getting Off to a Good Start
Karen L. Lefebvre
Recently retired from Société Générale
Abstract: The purpose of this paper is to explore best practices of starting a coaching relationship with a corporate client. As there remains much confusion on exactly what a coach does multiplied by the uniqueness of every coach and client(s) within corporate cultures, it seems so necessary that when beginning a partnership, the client understands the role each party plays and in particular the things that he/she can do to actively enhance their experience. How can the coach help the client(s) both the organization and the person to be coached to discover what role, responsibilities and realistic outcomes they can expect as a partner in this relationship? What preliminary questions do the client(s) and the coach need to answer before they begin?
Keywords: Entry and Contracting, Action Learning, Ethics, Contributing
The Consultant-Coach: Implications of Playing the Role of Both Consultant and Coach for the Same Client
Robert L. Malench
Partner, Blue Star Partners, LLC
Abstract: This paper explores the similarities and differences between professional coaches and consultants and whether it is advisable / possible for the same person to play both roles for the same client. The paper provides sample definitions of both roles; possible benefits and dilemmas that could arise when playing both roles; and ultimately a conclusion on whether it is advisable / possible for the same person to play a dual role for the same client.
Keywords: Consultant, coach, dual role, dilemmas, benefits
Working With “Stuckness”
Kimberly S. Martin
Healthy Chapters, Inc.
Abstract: We get stuck. We fall into a rut - one that isn't serving us and yet getting out of it is a challenge. Life feels flat. Simply “knowing” what to do is often not enough. Why do we get stuck? What purpose does being stuck serve? As coaches, how do we best support clients in getting unstuck? This paper explores these questions from multiple viewpoints and proposes a holistic framework for working within this space.
Key Words: Getting Unstuck, Resistance, Change, Executive Coaching
Using Kouzes and Posner’s Leadership Development Framework in Executive Coaching
Brian K. McCarthy
Portland State University
Abstract: Kouzes and Posner’s leadership development framework can be a valuable executive coaching tool if practitioners use it a) with clients who have identified a leadership gap they wish to work on and b) as a tool to suggest relevant questions and activities aligned with the client’s goal. The literature reviewed includes Kouzes and Posner’s books, The Leadership Challenge and A Coach’s Guide to Developing Exemplary Leaders, as well as relevant academic and business articles.
Keywords: Leadership Development, Kouzes and Posner, 360 feedback, Questioning
Resistance Is Not Futile: What You Need To Know About Coaching Resistant Clients
Dennis C. McPhillips
Leviton Manufacturing
Abstract: There have been a lot of research studies conducted and articles written on how to help manage resistant clients during therapy sessions. Several of these studies and articles included information on various perceptions and definitions of resistance, why and how clients are resistant, recognizing when clients are being resistant, and how to effectively deal with resistant clients. This paper discusses each of these items in greater detail, and how they are related and can be applied to coaching resistant clients.
Keywords: Resistant clients, resistance in therapy, why clients are resistant, dealing with resistance.
Leadership Coaching Maturity Model
Helen D. Morris
Epiph Partners
Abstract: Coaching effectiveness can be significantly impacted by a client’s readiness. This paper explores client readiness in order to assist organizations in determining who would most benefit from a coaching engagement. It maps out, using a maturity model, the factors and components that influence successful coaching and the client’s readiness level. Specifically, it explores motivation, commitment, aptitude, and environment, believed to be the factors that comprise the foundation necessary to bring about and support long-term change.Key Words: Coaching, client readiness, change management, motivation, commitment, aptitude, environment
Coaching and Scenario Work: The art of learning
Luiz Felipe Cavadas de Paiva
Artisan Consultoria
Abstract: This project aims to illustrate how executive coaching can benefit from the use of scenario work techniques in coaching individuals and groups. A review of literature on scenario work and coaching is presented, and an analysis of how the techniques can be applied in different coaching genres and contexts is illustrated.
Keywords:Executive Coaching, Scenario Work, Learning, Systems Thinking, Conversation
Understanding Big Career Changes: Profile, Motivation, Drivers and Conditions
Jaiel Prado
j.prado corporate development / BankRisk Academy
Abstract: Interview with people who made it and coaches to explore the Phases of Human Development theory. This project presents the major findings by describing the major themes that emerged, who experienced the transitions and who did not.
Key words: career change, holistic approach, phases of human development
“What? No iPhone, No flex time, no stocks? I am outta here” – Using coaching as the vehicle to move the Gen Y employee from Engagement to Commitment.
Deon N. Riley
Abercrombie & Fitch
Abstract: This study explores the relationship between Gen Y workplace motivators and engagement. The review focused on generational research, employee engagement and coaching. Findings verify that engagement programs should be customized for different generations. Recommendations include implementing a coaching strategy to positively impact engagement. Finally, the study is a foundation for Human Resources teams interested in developing and implementing coaching programs, organizational policies and systems and strategies that they can use to attract, motivate, retain, and develop Gen Y talent.
Keywords: (Coaching, Gen Y, Columbia Coaching Certification Program (CCCP) framework, employee engagement, retention, employee life cycle)
The profession of Executive Coaching from a European perspective: A discussion.
Jakob Rusinek
Teachers College, Columbia University
Abstract:The intention of the paper is to present the current status of executive coaching from a European perspective. For that purpose research findings from 14 interviews with executive coaches of various European countries are linked to existing literature about the topic and an overall link to the Columbia University approach to executive coaching is established.
Keywords: Executive Coaching, Europe, Expatriates, CCCP, Consulting
COACHING 21ST CENTURY LEADERS: Success and Fulfillment in an Increasingly Dynamic and Complex Marketplace
Mary Saxon
Abstract: This paper explores the challenges affecting organizations and their leaders in the increasingly complex global business environment of the 21st Century. Specifically it focuses on the competencies that must be developed in today’s leaders, and the role of executive coaching in supporting their development, as we continue to move at unprecedented speed into a technology driven world of globalization which has catapulted us into a 24/7 work environment that never sleeps and has no geographic or cultural boundaries.
Keywords: Leadership, Emotional Intelligence, Adaptive Leadership, Globalization, Systems
Resilience: “A Teachable Moment”
John Schaffner
Abercrombie & Fitch
Abstract: I aim to explore how centering and body/mind connections can affect a client’s resilience. This topic is founded in a question we’ve had internally at my company: “since we expect our leaders to be resilient, how do we teach them?.” By examining right-left brain functioning, modern brain research, presence-based coaching, performance/sports coaching and centering I plan to explore techniques coaches can use to move clients thinking from the left brain (process/systems) to right (synergy/connections) in an effort to serve them better.
Key words: Centering, presence-based coaching and resilience
Decision-based coaching
Thaylan A. B. Toth
Teacher’s College, Columbia University
Abstract: The objective of this paper is show how coaching can help clients on a decision-making process. Coaching can be effective not only on individual development, but also on organizational and personal decisions, by facilitating the thought process. The idea is to connect coaching phases and competencies to expanding the individual’s bounded rationality, avoiding biases and heuristics and identifying the process of escalation of commitment.
Key words: decision-making, coaching, bounded rationality, heuristics
Project Title: Workplace Bullying: Implications for Coaching and Consulting
Kathryn R. Wankel
ICCP, Columbia University Executive Education/Cohort V
Abstract: This paper provides an overview of workplace bullying and presents related implications for coaches and/or consultants. The focus is both on the organizational antecedents that provide fertile ground for bullies to emerge and on the person(s) involved. Major findings include common organizational dynamics that foster the illegitimate use of power. Coaching recommendations and cautions are offered around the limitations of coaching as an intervention. Research included: a literature review; conversations with coaching professionals; psychology journals; Corporate Leadership Council Studies; and Columbia University’s Library.
Keywords: Workplace Bullying, Mobbing, Leadership Coaching, Narcissists, Expansive Executives
The Marketing Toolkit for Coaches
Katharina M.E. Weghmann
Teacher’s College, Columbia University
Abstract: The purpose of this paper is to provide a practical marketing toolkit for coaches who are in the process of starting or building their practice. At its essence, the toolkit ought to serve as a guide to establish an effective marketing strategy that reflects the coach’s unique value proposition and positioning. Moreover the paper will cover how external coaches in particular can use branding to differentiate themselves consistently and sustainably in the market.
Keywords: Executive Coaching, Business Strategy, Strategic Marketing, Branding
The Roots of Your Coaching Apply Trees
Linda Zhang
Keystone Group ( Shanghai ) Inc.
Abstract: Why are the first 100 coaching hours more important and challenging? I did a survey and 17 experienced coaches shared 100+ tips on “the first 100 coaching hours”. Their responses form the roots of “Coaching Apple Trees.” I want to share the findings with my clients, who are executives, HRDs, consultants and external coaches, to help them during the first 100 coaching hours.
Key words: First 100 coaching hours, developmental tips, coaching apple trees - Advanced Practicum: Cohort VICustomizing a 360-Degree Feedback Process for Executives: Enhancing client ownership of the process and results
Alice M. Forsythe
Abstract: Executive coaching can overlap with management consulting when coaches design, develop and deploy a custom 360-degree feedback process. This paper discusses the opportunity coaches have to use a client-inclusive approach for these activities, such that the process, resulting analysis and reporting support the Columbia Coaching Certification Program’s Guiding Principles: adhere to high ethical standards, focus on the client’s agenda, build commitment through involvement and earn the right to advance at each stage of the coaching process.
Keywords: Executive Coaching, 360-Degree Feedback, Multisource Feedback, Leadership Development
Talent and Coaching: How knowing your client’s talents can help you be more effective
Andrea Bennett Crignola
Universidad Finis Terrae, Santiago, Chile
Abstract: This paper begins understanding the concept of talent and how is different from concepts broadly used in disciplines associated to Human Resources. The theoretical frame comes from books and articles that foster the idea of maximizing strengths and talents as a way to succeed. The paper concludes with the idea that knowing a person’s talents can help guide the coaching relationship into actions that maximize them and avoid frustration for not achieving something not natural for the client.
Keywords: Talent, Talent Management, Strengths Management, Coaching Talent
The Case for Coaching Front-Line Managers: Increased performance and employee engagement
Asaf (Asi) E. Klein
Teachers College, Columbia University
Abstract: Leadership matters at all levels of an organization, and in today’s complex world even front-line managers are expected to play a leadership role. However, research has shown that managers, often chosen for their technical expertise rather than leadership potential, exhibit high rates of failure. Drawing on existing research, this paper highlights the value of developing leaders at lower levels of an organization in general, and utilizing coaching as a specific approach to sustainable growth.
Keywords: Leadership Development, (Executive /Leadership) Coaching, Front-Line Managers, Derailment, Employee Engagement
Coaching for a Fulfilling and Satisfying Late Career Transitions
Bob Trefry
Abstract: A review of the literature was conducted to identify processes a coach may use to assist clients planning for fulfilling late career transitions and factors which should be present in those plans. Literature on happiness, fulfillment, adult life cycles and retirement planning were reviewed. The inclusion of pleasure, meaning, engagement, relationships, intellectual stimulation, finances and physical activity were identified as important elements of a plan. The planning process itself closely mirrors the CCCP Coaching Process.
Keywords: Satisfaction, Happiness, Fulfillment, Life Planning, Retirement and Career Planning
Essential Processes for Launching a Successful Business
Cesar Ramirez
Abstract: Why do most coaches fail at establishing successful businesses? Coaching has become a hot topic in the present day; this paper serves as a roadmap to the reader, depicting how to overcome the challenges which surface when starting a coaching venture. The key lies in targeting and executing important areas such as choosing a niche, viewing coaching as a business, embracing the selling process, networking, creating a strong marketing mix and leveraging social networking.
Keywords: Entrepreneur, Venture, Business, Coaching, Getting Started, Steps, Building, Developing, Successful, Sales, Marketing, Niche, SWOT, Business Case, Social Networking
Team Coaching: An approach to increase success and minimize professional risk, from the coach’s perspective
Eleonora Golcher
Abstract: This paper proposes a four-step approach to engage in Team Coaching while minimizing professional risk for the Coach who wants to venture successfully coaching teams. It explores the tricky situations a Coach might come across in Team Coaching engagements and reviews the competencies and advanced tasks she must master to successfully navigate through them. It concludes with recommendations for Team Coaches to better understand their professional fit and potential challenges when considering Team Coaching engagements.
Keywords: Team Coaching, Success, Competencies, Challenge
Exploring the Value of Humor In the Coaching Process and Toward Achieving Coaching Outcomes
Erin Hilgart
Abstract: The value of humor in the coaching context is explored. It is advocated that humor has value to contribute to coaching, and given current lack of research related to humor in the coaching context, research from psychotherapy, counseling, and other disciplines is explored. Questions for considering how humor can be used to enhance the coaching process and outcomes are posed, and opportunity for future research relating humor overtly to coaching is highlighted.
Keywords: Relationship, Humor, Presence, Rapport, Coaching, Psychotherapy, Adlerian Psychology
Diverse Talent Pipelines: The Coaching Connection
Gail M. Jordan
Columbia Coaching Certification Program
Teachers College, Columbia University
Abstract: This paper reflects a selected review of literature on the unique career challenges faced by women and people of color and coaching as a developmental intervention. The intent is to demonstrate how developmental coaching can be used as a strategic lever, during the early career stage of these target groups, for creating more diverse talent pipelines. The paper will conclude with insights, implications and recommendations.
Keywords: Career Advancement, Developmental Coaching, Developmental Relationships, Executive Coaching, Minority Executives, Women Executives
Personal Transformation and Change
Gayatri Das Sharma
Abstract: I was curious to find out how a coach can help a client bring about transformational change. What emerged during my research was that the most potent and common reason why change fails is fear, uncertainty and hidden commitments. A large part of the resistance is linked to how the human brain reacts to change.
Keywords: Transformation, Immunity, Insight, Change
Team Coaching: Real impact in organizational performance
Glennys Martes
Abstract: The study examines how organizations can establish cohesive teams through team coaching by providing teams with the skills necessary to collaborate efficiently. Focusing on team development through reflective learning. Literature review and an analysis of HRD strategies’ applications were methods used in this study. Research points to action learning as one of the main components of team coaching. Multiple studies link action learning to transfer of knowledge to the workplace, which plays an essential part in making the case for the positive impact team coaching can have in organizational effectiveness.
Keywords: Team Coaching, Action Learning, Team Performance, And Organizational Effectiveness
Gender Diversity in the C-Suite: How executive coaching can make a difference
Helen M Mumford Sole
Mumford Sole LLC.
Abstract: This study describes a coaching program that increases the career self-efficacy of senior female executives who have off-ramped and are now on-ramping. It defines the coaching process, key coaching competencies, and the most effective timing for coaching interventions. The goal of the program is improve gender diversity at senior levels by reducing the number of senior women who ‘opt-out’. The coaching program draws on earlier studies specifically those that identify ways of building self-efficacy, that explore the coaching competencies most effective for high achievers, and that have examined the best timing for maternity coaching.
Keywords: On-Ramping, Self-Efficacy, Executive Coaching, Maternity Coaching
Why Executives Fail Internationally and How Coaching can Ensure Success
Marcelo Nóbrega
Abstract: Globalization has transformed how corporations do business. One aspect is the higher number of executives that work outside of their home countries. The nature and purpose of executive international transfers have also changed significantly.Failed transfers have unwanted consequences for the individual and the organization.This paper builds on work by Ely & McCormick and Hofstede´s culture model to investigate the reasons for failure and proposes a model for coaching interventions to ensure success.
Keywords: International Mobility, Expatriation, Executive Coaching
Appreciative Inquiry’s Role in Transformative Learning: Power of the positive
Margaret M Walsh
Teachers College, Columbia University
Abstract: The focus of this paper is on Appreciative Inquiry’s role in Transformative Learning. The research centered on how a positive approach to situational analysis can shift a client’s perspective of self, situation and capabilities to promote positive change and learning and application to the coaching process. The literature review included books, and a Google Scholar article search. A major finding is that positive, future-focused questions encourage expanded discovery and a positive learning change.
Keywords: Appreciative Inquiry, Change, Leader Development, Positive Psychology, Transformative Learning
The Impact of Inter-cultural Factors in Coaching: What influence cultural differences and perceptions have on our thinking styles and behaviors and how we should consider them in the coaching process
Oya Gunay, Turkey & Austria
Executive Coach and Consultant
Abstract: Culture plays an important role in shaping values, norms and assumptions. With the effect of increased global activity, the interaction between different cultures has become a part of all fields of life. Also coaches are increasingly faced with the cultural dimension. Therefore the understanding of this aspect may broaden their repertoire and help them surface patterns and obstacles. This project aims at defining the approach and tools “culturally-competent coaches” should follow and apply in their coaching relationships.
Keywords: Coaching, Coaching across Cultures, Culture, Cultural Differences, Cultural Perception, Cultural Intelligence
Derailed: Leveraging executive coaching to get back on track
Rachel Kadosh
RJK Consulting, Oakland, CA
Abstract: A literature review of executive derailers was conducted to explore what, in an executive's power to change, might derail an executive. Common themes identified, inherent to many common derailing behaviors, include low self-awareness and intrapersonal skills on the part of the executive. In light of literature reviewed that demonstrates executive coaching’s impact on self-awareness and intrapersonal skills, executive coaching as an effective intervention for potential derailment is explored.
Keywords: Derailment, Derailer, Leadership, Executive Coaching, Dark Side
Coaching: Some Approaches to Learning and Change in Adults
Rakesh Kapoor
Abstract: I wanted to find out whether coaching is something new in this world, or has its assumptions about human development common with transformational theories of Carl Rogers, Mezirow & Boyd; and the ancient Indian perennial philosophies of Patanjali and Gautam Buddha. If there are commonalities, then the reservoir of approaches to human transformation in them, could be used by coaches. I have briefly summarized some relevant findings, and presented some applications for coaching.
Keywords: Fully Functioning Person, Meaning Perspectives, Self-Reflection/ Self-Awareness, Autonomous Thinker, Individuation, Grief, True Understanding
The Duty of the Coach to Insist on Lawful and Ethical Client Behavior: What to do when seriously proposed action options would violate legal or ethical standards
Richard B. Stanger
Richard Stanger Consulting
Abstract: This paper identifies the challenges facing coaches when clients consider conduct which is either illegal or unethical. It first considers the paradox of values-based coaching and such conduct. It demonstrates that the literature lacks authority on this subject and compares the ICF Standards of Ethical Conduct to the Model Rules of Professional Conduct of the American Bar Association. The paper then proposes revising several of the Standards to address the issue presented.
Keywords: Business Ethics, Coaching and Values, Values alignment, Personal Values
How Reframing can Help Clients Shift and Change
Robin S. Schletter
Student
The Columbia Coaching Certification Program
Teachers College, Columbia University
Abstract: This paper explores how the core competency of reframing aids in the transformation of clients’ perspectives and fosters radical shifts in their behavior. These shifts, or changes in perspective, help them become unstuck and build their capability for growth and change. Tools and techniques available to the coach to assist in this process will be presented. Literature review focused primarily but not exclusively on Jack Mezirow’s transformative learning theory.
Keywords: Reframe, Transformative Learning, Shifting Perspective
Organizational Savvy: Its impact on coaching
Roman Santini
Abstract: Political skills can determine career success and I have been coaching executives that either lost their jobs for not having been able to “read”’ the political environment and / or worse: they sensed that something “’was not right”’ but couldn’t figure out what it was. I will explore all the “behind the scenes” traps that exist in corporate life and the Power Dynamics they create.
Keywords: Politics, Power, Savvy
Emotional Intelligence & Coaching
Stephanie Douglass
Ketchum, Inc.
Abstract: I am researching the impact of high/low emotional intelligence on organizations and if/how coaching can grow and direct this competency. The term emotional intelligence is fairly new, yet has gained great popularity in the last decade. In this work I look at the origins of emotional intelligence, how it is being measured, what relation it has to success at work, how much of it is natural ability and how much is coachable.
Keywords: Emotional Intelligence, EI, EQ, Coaching
Strengths based Leadership: Insights and applications to executive coaching
Susan L. Negrey
Abstract: This paper provides evidence from selected literature and research focused on Strengths based leadership to support an executive coaching approach for leveraging the client’s strengths to accelerate learning and the client’s agenda. Also included are proven tools and techniques that can be applied during the coaching process to enable successful outcomes.
Keywords: Coaching, Strengths, Leadership
The Importance of Coaching in Improving Leadership Effectiveness
Valarie Walters
The National Gas Company of Trinidad and Tobago Ltd
Abstract: This paper focuses on coaching as a key component in leadership development. It explores the importance of coaching in enhancing leadership effectiveness in organizations. In order for coaching to impact leadership effectiveness, coaching must be introduced as part of a long-term leadership development strategy aligned to the strategic goals of the organization. Additionally, the organization’s readiness for coaching must be properly assessed and a business case established that clearly articulates the benefits of coaching.
Keywords: Coaching Culture, Leadership Development, Leadership Effectiveness, Emotional Intelligence
Behavioral Change, A Practitioners Guide: A comparison of five approaches to behavioral change
Vincent Cote
Abstract: We examine five different authors’ methodologies for behavioral change, four of which are change practitioners via their consulting or coaching practices. Among the five approaches, common elements are extracted, and each approach is compared against the set of common elements in a matrix format. Similarities and differences in approach are discussed, and implications for coaches needing to guide their clients through a behavioral change process are considered.
Keywords: Behavioral Change, Coaching
- Advanced Practicum: Cohort VIIMeasuring the Effectiveness of Executive Coaching
Michael J. Beckmann
Teachers College, Columbia University
Abstract: Measuring the effectiveness of executive coaching is a challenge due to lack of a common evaluation method. Current popular and academic literature was reviewed to determine state of practice. A practical model is proposed which frames the value of metrics from both an organizational and a client view. A pilot method for evaluating coaching effectiveness that integrates organizational and client goals is posited .
Keywords: Measurement, Coaching Effectiveness, Executive Coaching
Leading Change in the Diverse Organization: The Knowledge Worker Paradigm
Sharon Carter-Jones
Corporate Offices, American Express
Abstract: The impact of diversity in the context of leading change in an organization is complex and relevant in an increasingly global society. Given the speed of technological innovation, and the power shifts driven by innovation, the successful integration of knowledge workers who often drive these innovations is critical to every thriving organization. Knowledge workers push the boundaries of the definition and placement of the 20th century Technology worker. This paper will attempt to highlight implications for leadership development and the coaching process for drawing on Peter Drucker’s work, T. H. Davenport studies, and articles from the Journal of Knowledge Management.
Keywords: Diversity, Technology, Innovation, Global, Knowledge
Making the Leap from Full-time MBA to Work: How Offboarding Coaching Can Help
Dara Chappell
Korn/Ferry
Abstract: Younger people are getting bigger jobs sooner. For the 156,250 MBA graduates injected into the business community each year, there is a need to hit the ground running. Interestingly, academics and practitioners know very little about how to support the full-time MBA’s school-to-work transition. Through literature review and interviews with eight career services professionals, this research equips offboarding coaches with information on transition derailing and accelerating behaviors. Thirteen derailing behaviors and two critical success factors were identified. Recommendations for offboarding coaches are provided.
Keywords: Transition Coaching, Onboarding, Offboarding, MBA, Learning Agility, Self Awareness
Mindfulness Practices: A Toolbox for Coaches
Dorothy Doppstadt
Columbia University, Executive Coaching
Abstract: This paper provides evidence on the practice of mindfulness as a useful tool for coach practitioners. The role of mindfulness and its benefit to the coach is demonstrated, integrating research from eastern contemplative thought and the western sciences of neurology and social psychology. Using the holistic lens of learning from and through experience, a toolbox of different mindfulness practices for coaches is included.
Keywords: Mindfulness, Meditation, Coaching
Only at the Top: Coaching the Chief Executive Officer (“CEO”)
Jane S. Englebardt
The Columbia Coaching Certification Program - Advanced Coaching Intensive
Teacher’s College/Columbia University
Abstract: “Only at the Top” focuses on the unique aspects of the CEO role and the components of executive coaching that best address those aspects. Much has been written about the qualities and capacities required for leadership, but few address the unique challenges experienced by the CEO. This paper identifies those unique challenges and proposes how best practice executive coaching techniques can be of specific advantage in supporting and facilitating CEO leadership success.
Keywords: CEO, Executive Coaching, Chief Executive, Leadership, CEO derailers
Values in Action: How Coaches Can Help Executives Gain a Deeper Understanding of Their Values Systems and Its Impact on Personal and Organizational Performance
Jean Frankel
Ideas for Action, LLC
Abstract: Increasingly, executives will need to make decisions based on both data and intuition. They will therefore need a better understanding of their internal beliefs and values systems. Coaches working with senior executives will need to be better prepared to help their clients understand this dynamic. This paper covers key definitions, available tools, and the need for future research on the relationship between executive values systems and leadership success, and the impact that coaching can have.
Keywords: Values, Executive Coaching, Ethics, Intuition, Executive Character
360 Feedback and the Coaching Relationship – Is a 360 Feedback Tool Necessary and Effective in Establishing Focus for Coaching Clients?
Sally S. Hanna
Teachers College, Columbia University
Abstract: 360 feedback data can bring focus to the client in partnership with an effective coach. The literature review is clear that 360 feedback data provided without a coach is ineffective and can be harmful, but coupled with a coach the data can focus the client on lasting behavior change. Application for coaches utilizing the CCCP process, principles and competencies are presented along with two effective tools to for coaches to use in providing 360 data in an effective format.
Keywords: 360, Coaching Tools, 360 Feedback, Coaching and 360
Coaching the Dominating Leader: Strategies for Coaching ‘Hard’ Leaders to Develop Their ‘Soft’ Side
Laura A. Maier
Consultant, Blue Star Partners, LLC
Executive Coaching, Columbia University
Abstract: This paper explores what strategies work for coaching individuals who exhibit a dominating leadership style, often referred to as ‘alphas,’ to develop their ‘soft’ skills in order that they become even more effective and inspirational leaders. The paper is a review of literature to identify unique tools and techniques that work best with these individuals. It outlines common qualities, characteristics, and strengths of dominating leaders as well as common weaknesses and risks associated with these strengths. It discusses the challenges that are unique to coaching dominating leaders, and the most effective ways to motivate and sustain change.
Keywords: Alpha, Dominating, Leadership Development, Coaching
The Use of Transition Coaching with Students in the Process of Moving From Undergraduate Studies to Work: Utilizing Coaching to Empower Fresh Graduates
Deborah S. Matson
Partner, Column Coaching LLC
Columbia University Executive Coaching
Abstract: This paper examines selected literature and research on the topic of career coaching and students in transition to first paid professional jobs. It provides a history of the concept of career coaching and the evolution of the terminology and thought. It ends with insight regarding current practices and offers the suggested use of Solutions Focused methodology in working with the student population.
Keywords: Transition, Career Coaching, Student, Job Satisfaction, Student Career Development. Solutions Focused Coaching, Empower
Entrepreneurs & Coaching: How to propose an adapted coaching for entrepreneurs
Diane Mautin
Coaching Boutique
Abstract: Based on a series of face-to-face interviews with entrepreneurs, and using selected readings, the project is aimed at outlining issues commonly shared by entrepreneurs that would inform any coaching process for them. Specific concerns appeared, mainly linked to time management, human resource challenges, and a combination of operational tasks and strategic thinking. These pressing topics showed how to design powerful coaching processes for these entrepreneurs, especially since it can help to accelerate their learning and leadership success in a very competitive context with scarce resources.
Keywords: Coaching, Leadership Development, Entrepreneurship, Motivation, Human Resources
The Perils of Internal Coaching Programs
Ronald G. Meadows
U.S. Army, Tank Automotive Research Development Engineering Center
Abstract: This paper discusses perils of internal coaching programs: Unclear purpose; organizational misalignment; lack of objectivity; credibility; paradigm dissonance; tools; familiarity breeding contempt; exhaustion of coaches; and Coaches’ need for Coaches. It reflects research from internet articles, books such as: You; Introduction to Type and Coaching; The Fifth Discipline; Leading Systems; Co-Active Coaching; Let’s Get Real or Let’s Not Play, and information gathered from interviews with coaching practitioners while offering recommendations for mitigating these perils.
Keywords: Perils, Challenges, Tools, Roles
A Programmatic Approach for Developing Female Leaders
Patricia I. Moynihan
Columbia Coaching Certification Program
Teacher’s College, Columbia University
Abstract: This paper explores a programmatic approach for developing female leaders to reach senior levels of organizations. Despite the fact that women make up the majority of professional workers in the United States, they represent a very small number of the senior leaders in organizations. This paper provides a plan for how organizations can reverse this trend and better utilize their entire workforce.
Keywords: Developing Female Leaders, Developing Women Leaders, and Females in the Workforce.
Enabling Clients to find themselves in their careers: An overview of Self-Insight contexts
Venkata Natarajan, Ph.D.
ING United States Financial Services
Abstract: This paper reviews some of the drivers underlying people’s inability to formulate accurate self-views of their skills and capabilities due to a combination of unconscious biases and behaviors. It draws upon literature from the fields of social psychology, self-improvement, and coaching to identify key learnings that will enable a coach better align a client’s appreciation of her self-view and capabilities with the realities of her work environment and career path.
Keywords: Adaptive Unconscious, Self-Awareness, Self Insight, Developmental Frames, Coaching
The Millennials: An Overview and Implications for Coaching Generation Y
Lily Ng
Teachers College, Columbia University
Abstract: With Generation Y employees making up an increasing percentage of the workforce, organizations feel the need to understand and manage a generation that holds unique attitudes towards work and life. This paper provides an overview for the general characteristics of Generation Y and the challenges they face. It discusses implications for coaching the millennial generation so they can harness their untapped potential and abilities.
Keywords:Coaching, Generation Y, Millennials, Workplace, Attitude
Coaching Scientists
Sarah L. Osteen
Harvard Business Publishing
Abstract: This paper explores the executive coaching opportunities for scientists in R&D functions at biotech and pharmaceutical organizations. I study the successes of executive coaching and the specific value for scientists through two Harvard Business Review articles. Gary Pisano’s Science Business The Promise, The Reality, and The Future of Biotech provides context for the career challenges facing scientists. I also review Daniel Goleman’s research on emotional intelligence to identify specific gaps and developmental opportunities relating to scientists.
Keywords: High Potentials, Emotional Intelligence of Scientists, Biotechnology and Pharmaceutical Industry
Coaching in times of transformation and changes
Fernanda Pacheco
Columbia Coaching Certification Program
Abstract: Through the study of a broad range of authors on organizational change, culture, coaching, transformation and behavior, this article presents my conclusion that coaching not only increases the success of organizational change but, by implementing a coaching culture where employees and managers realize their potential to solve its own issues and reach a more meaningful career, companies will be able to transform itself and continuously learn and evolve, thus becoming true “learning organizations”.
Keywords: Culture, Coaching, Change, Culture change, Organizational Change, Coaching for Change, Team Coaching, Accelerating Change
Career Passages: Insights and Applications to Executive Coaching of Newly Appointed Business Managers
Malgorzata (Gosia) J. Reinhoudt – Tomaszow
Columbia Coaching Certification Program
Abstract: Many high potential people fail as leaders, especially newly appointed Business Managers are at a risk of failure. This papers addresses selected literature and research focused on accelerating learning and clients agenda for newly appointed Business Managers. The research findings and models can be applied during the coaching process to enable successful outcomes.
Keywords: Coaching, Leadership, Career Development
Positive Psychology in Coaching: Questions That Drive Lasting Change
Denise Revello
Columbia Coaching Certification Program
Abstract: This paper explores how the use of positive psychology in coaching contributes to a transformational learning shift, which accelerates self-awareness and commitment to change. Included are several coaching models that use a positive questioning approach as a means to create transformative change.
Keywords: Positive Psychology, Transformational Learning, Coaching and Positive Questions
The Role of “Standardized Prepackaged Assessments” During the Coaching Process
Maria R. Schmitt
Audencia Nantes – School of Management, France
Abstract: Based on a theoretical review, this paper identifies advantages and shortcomings of the use of standardized prepackaged assessments at the beginning of the coaching process. This paper contributes to a better understanding of the use of these assessments and provides practical guidelines and a brief overview of the most popular assessments used by coaches.
Keywords: Executive Coaching, Coaching Process, Psychometric Assessments, Self-Assessments, Coaching Tools
Buddha As A Coach
Sujeev Shakya
CEO, beed management, Nepal.
Abstract: The paper focuses on the way Buddha connected with his coaches and link the learning to coaching. It focuses on learning from people who are already making the connection between Buddha/Buddhism and coaching. Buddha was a coach. The study of mindfulness encompassing awareness that is integral part of coaching presence from the Buddhist teachings has been explored to understand its relevance to contemporary coaching practice.
Keywords: Awareness, Mindfulness and Coaching Presence
Coaching Women to Survive in the Workplace: Can Coaching be a Possible Solution to Improve Women’ Retention Rate?
Lucilla Tealdi
SDA Bocconi, Bocconi University, Milan
Abstract: Coaching is a very articulated, task driven process whose goal is to assist people and organizations in identifying performance gaps and implementing new behaviors. Coaching is a client-focused work: therefore, each client has his/her own challenges, behaviors, expectations, and ultimately his/her gender diversity. For years, coaching and organizational issues have been studied “standardizing” the results as applicable to men and women in the work force. This article takes a different point of view: it studies the impact of coaching on the female work force, trying to understand if and how it can improve the retention rate of female workers up to the top of the corporate ladder.
Keywords:Coaching, coaching women, female work force, retention rate, behavioral issues, glass labyrinth, action planning, career stages.
The Effectiveness of Executive Coaching
Anne T. Walker
Columbia Coaching Certification Program
Teachers College, Columbia University.
Abstract: Executive coaching has become a very common development method used by many organizations to increase leader capabilities, skills, and performance. Companies are making significance investments in coaching which is why it is important to understand if it is effective. A literature review was conducted to determine if executive coaching works. The findings indicate that coaching does contribute to an executive’s effectiveness.
Keywords: Executive coaching, coaching effectiveness, impact, leadership development, management development
How Coaching Can Help Working Moms Outside of the Home Have a Strong Work Life Balance
Ellen Walpert
McKinsey & Company
Abstract: Each year more women are entering the work force and with this, the balance between work and home life is often out of equilibrium and hard to maintain. This paper focuses on the evolution of the working mom outside of the home, and how to create a stronger work life balance. It draws upon references from articles, literatures and surveys and concludes that coaching can help reduce major drivers like stress, which can throw off work life balance.
Keywords: Working moms, Stay-at-home moms, Coaching, Balance, Families, Children, Stress
Cultural Competence in Coaching: Insights and Applications to Executive Coaching
Jeanne D. Wood
Columbia University, Executive Coaching
Abstract: Globalization and the resulting cultural diversification of the workplace, has added a new dimension to the leadership competencies needed for executives to be successful. Since executive coaching is a common intervention used to improve executive performance, a cultural perspective is needed in coaching processes. This paper provides evidence from selected literature on the importance of cultural competence in coaching and examines frameworks that coaches can use to incorporate a cultural perspective into their coaching processes.
Keywords: Executive Coaching, Leveraging Diversity, Culture, Cross Cultural
- Advanced Practicum: Cohort VIIIExecutive Coaching and Creativity: The role of creativity in Executive Coaching
Andrea M. Barrett
A. Barrett Consulting Incorporated, Australia
Abstract: This paper reviews the subject of creativity, and its development. It draws on literature from social, organizational and educational psychology, philosophy, and coaching. There is substantial value for both Coach and Executive to develop their creativity as a response to today’s organizational dynamic context of change. This paper offers the Executive Coach an understanding of the creative process and a framework of how an Executive’s creativity may be facilitated in the coaching process.
Keywords: Creativity, development of creativity, theoretical approaches to creativity.
Learning Agility and Coaching: How Learning Agility Influences Success in Coaching in Fast-Growth Emerging Economies
Michael D. Bekins
CapitaPartners
Abstract: The paper focuses on the relationship between an executive’s Learning Agility and his or her success in coaching in fast-growing and rapidly evolving emerging markets typified by China and India. With a better understanding of who will benefit the most from coaching in an accelerated time frame, organizations will more quickly respond to market opportunities with a ready pipeline of critical talent.
Keywords: Learning Agility, Leadership Development, Coaching, Emerging Markets, ROI in coaching
Impact of Leadership Coaching to Enable Cross-Cultural Competence
Binwa Sethi
Automatic Data Processing, Inc.
Abstract: With globalization of the world economy, the success of an organization depends largely on the ability of its leaders to become cross-culturally competent. This project explores the impact of leadership coaching to build these cross-cultural competencies. The cross-cultural coaching models and frameworks researched in this project have different possibilities for application, unique to the leader’s context, and develop a deeper understanding of cultural differences such as driving a behavioral change or moving towards ethnorelative approaches.
Keywords: Culture, Cross-Cultural Competence, Cross-Cultural Coaching and Leadership Coaching
Executive Team Coaching: A Review of Best Practices
Barbara A. Carter
Teachers College, Columbia University – Columbia Coaching Certificate Program
Abstract: Executive team performance is an essential element of building successful companies. The focus of this paper is to learn about applying individual executive coaching concepts to executive team coaching. That is, how can an executive team benefit from team coaching? This paper reviews concepts that can be applied to establishing best practices in executive team coaching to drive company, team and individual performance.
Keywords: executive team coaching, peer coaching, executive teams, executive team coaching, group coaching in industry
Coaching and Metaphors: is there a place for the use of metaphors in the coaching process?
Chantel W. Cohen, MSW
Teachers College, Columbia University
Abstract: Coaching mandated clients who have been accused of intolerance is under researched to date. Although coaching is a new profession, it stands to argue that if coaching is to remain at the forefront of the helping professions there should be a coaching paradigm to address the “how” a coach can effectively work with a mandated client dealing with issues of diversity. This paper would like to explore the use of metaphors as one possible method.
Keywords: Columbia coaching certification program (CCCP) – metaphors – diversity – sensitivity training – reducing conflict
The Pictures Worth 1,000 Words: The Use of Visual Tools in Executive Coaching
Kurt G. Elia
Columbia University, Executive Coaching Certification Program
Abstract: This paper provides evidence from selected literature and research focused on neuroscience and social science findings that support an approach for leveraging visual tools in the executive coaching process. Also included are examples of diagrams, maps, and drawing techniques that can be applied during the coaching process to enable successful outcomes.
Keywords: Visual Learning, Mind Maps, Cognitive Styles, Right Brain Thinking
A.B.C. – Always Be COACHING: Sales Coaching in a Post-Sales Process World
Bernard R. Goldstein, MBA
Vice President, Legg Mason Global Asset Management
Abstract: A-B-C – Always Be Closing – has long been the rallying cry of process driven sales managers. Yet the art of selling is evolving from linear process to a trust building, value creation endeavor. This paper explores current & emerging constructs of Sales & Sales Coaching and the driving forces behind this shift. It examines how Sales Coaching can evolve to support clients who are making this mind-shift & how to bring more Coaching to Sales Coaching.
Keywords: Sales Coaching, Response Modes, Sales Process, Evolution of Sales, Trust Building
Building a Case for Managerial Coaching in International Organizations
Lauren Flejzor, PhD
CCCP Candidate, Teacher’s College, Columbia University
Abstract: This paper builds a case for the increased use of managerial coaching as part of the performance management process in international organizations. Using a single case study method, it supports the performance management literature (e.g. Aguinis, 2009; Kirkpatrick 2006) and explores Hofstede’s (1980) and Mendonca and Kanungo’s (1996) cultural dimensions in organizations to explain how coaching can help reduce organizational routines and norms that prevent coaching tools from being applied by managers. The paper outlines the benefits of using coaching tools at the managerial level and explains why it may be necessary to include coaching as part of managerial competencies in an appraisal system.
Keywords: Managerial coaching, Performance management, culture change, IHRM
Coaching Executive Leadership Teams: similarities and differences with the tools and techniques learned at Columbia Coaching Certification Process (CCCP)
Camila M. Isaza
Teachers College, Columbia University
Abstract: This project aims to understand the best practices on coaching executive teams, assessing the similarities and differences between those practices and the tools, models and techniques presented at the CCCP, in order to determine how to better serve customers in making deep, lasting changes to their executive teams through executive team coaching.
Keywords: Team Coaching, Leadership Team Development, Executive Team Coaching, High Performing Teams Development.
The Role of Coaching within Communication Training on Enhancing Veterinarian Expression of Empathy in Client Appointments
Dr. Kathleen L. Keil
Pfizer Animal Health
Abstract: The paper uncovered the rationale to implement a communications training program, focusing on empathy, in veterinary practices. The investigation began reviewing literature on empathy expression, training, and impact on health outcomes with physicians and veterinarians. This uncovered insights regarding empathy decline in medical and veterinary students, awareness that physicians and veterinarians rarely express empathy statements, and the need to integrate empathy coaching into practical communications training programs.
Keywords: Empathy, Veterinarians, Communication, Educational Intervention, Veterinarian-client interaction
Measuring Executive Time Allocation: Expanding the resources of executives and coaches
Peter A. Kidd PMP
Columbia Coaching Certification Program
Abstract: Effective use of time is generally accepted as an underpinning for high executive performance, yet few executives or their coaches have access to tools that can efficiently and objectively measure executive time allocation. This paper draws from executive time usage research performed in the business management field, to model a toolset that can be utilized by executive coaches when working with executives requiring assessment and measurement of their time allocation practices.
Keywords: Executive Coaching, Time Management, Time Usage, Time Assessment Tool
Executive Coaching Across Boundaries & Borders: The Role Of Cultural Intelligence In Global Business
Sheri L. Mackey, MBA and Certified IMBC
Luminositty Global Consulting Group
Abstract: Coaching and cross-cultural interactions have existed separately for decades, missing the opportunity to cross-pollinate for the betterment of both communities... and resulting in significant knowledge gaps for global executives. This paper explores how leaders can benefit from coaching informed by Cultural Intelligence. The primary research method was literature review on culture, global leaders, intercultural communications and Cultural Intelligence. Findings indicate a significant advantage in coaching for cross-cultural intelligence in that communications are significantly improved - thereby driving stronger business results on a global basis.
Keywords: Culture, Global Leadership Development, Cross-Cultural Intelligence, Intercultural Communications
Transitioning from the world of Business to the art of Coaching – Strategies for learning, de-learning and re-learning to become an effective coach.
Luciana E. Nuñez Lambruschini
Columbia Coaching Certification Program - Teachers College, Columbia University
Abstract: This paper focuses on providing reflection and resources for those people that come into the art of Coaching from the world of Corporate Business. In expert interviews and literature review it became evident that the years spent in the corporate environment shape a person often into a directive style, and to transition effectively into coaching it is needed to learn, de-learn and re-learn certain key skills that are essential to effective coaching.
Keywords: Coaching, Learning, Competencies, Business
Executive Coaching and Onboarding: Building Capability in Leaders and Organizations
Kathryn M. Quigley
Columbia Coaching Certification Program Cohort VIII
Abstract: Onboarding is a complex, extended transition process for both the new leader and the organization. Without deliberate planning and action, benefits may be slow to materialize while the risks and costs of failure are high. This paper reviews literature on Onboarding, Organizational Socialization, and Executive Coaching to explore how academic research, business practices, and the Columbia Coaching Model could be harmonized into a “Co-Boarding” framework to build long term capabilities in leaders and organizations.
Keywords: Onboarding, Organizational Socialization¸ Executive Coaching, Transition
The Coaching Process in the Changing World
Monica Samoje
Teachers College Columbia University
Abstract: Review of referenced literature in different publications. Most publications agree that the competitive advantage that differentiates one company from another during any management change is the capacity of the individuals to adapt to changes or innovations The coaching process plays a key role in change management enabling individuals to become more effective, and therefore bigger contributors to the organization's success
Keywords: Changes, Coaching, Management
Expatriates Coaching: Facilitating transitions into new roles in different cultures
Carina Santa María
Executive Coach and Consultant
Abstract: This paper highlights the importance of introducing coaching to support expatriates through the transition process into new roles in different cultures in order to ensure their full effectiveness and potential. Research shows the evolution executive coaching has had into more specialization. Expatriates’ coaching is a relatively small but high impact niche within transition coaching. A specific approach tailored to multinationals is proposed as a solution to accelerate transitions and facilitate cultural adaptability of expatriates.
Keywords: Executive coaching, transition, onboarding, expatriates coaching, cultural adaptability
Appreciative Coaching: How can the philosophy and principles of appreciative inquiry inform one’s coaching practice?
Aarti Subramanian
Hay Group
Abstract: In this complex world of constant change, the need of the hour is to focus on the positive and strengthen one’s capabilities. The focus of this paper is to explore how coaching can help the client remain in the positive through inquiry that is appreciative. Research reveals that appreciative inquiry when applied to coaching through positive questioning and involving others, produces goal attainment and sustainable benefits for both the client as well as the coach.
Keywords: Appreciative Inquiry, Appreciative Coaching, Positive Psychology, Strength Based Coaching, Developmental Relationship Building.
Tell Me a Story Without Any Words: Communicating thoughts and emotions through body movement in coaching sessions.
Laurie Thomas
Columbia University Executive Coaching Cohort VIII
Abstract: Understanding non-verbal language is an essential listening tool for those in helping professions. Body language and gestures, taken in tandem with spoken language, have been found to deepen communication. In the field of coaching, where listening skills are critical to co-creating the relationship and making meaning with the client, discerning and applying meaning to body language is an essential tool. Reflecting on both current and past research, this manuscript reviews techniques that enhance the coaching interaction.
Keywords: body language – gestures – listening – mimicry - mirroring
New Directions: Mid-Career Challenges and the Role of Transitional Coaching
Jim Ward
Columbia Coaching Certification Program
Abstract: The focus of this paper is to discuss mid-career transitions and how coaching can benefit an individual experiencing this “new direction” in their life. The paper will review the current thought leadership on the topic of career. It will discuss the importance of psychologically letting go in dealing with transition, understanding identity as a process not a destination. Finally, coaching implications will be addressed.
Key Words: Traditional Career, Protean Career, Self-Managed Career, Transitional Coaching, Change, Letting Go
Goal-setting: An Executive Coach’s Guide to Helping Clients Succeed
Ann Whelehan Smego
Whelehan Smego Executive Coaching & Leadership Consulting
Columbia University Coaching Certification Program
Abstract: Goal-setting is a key vehicle for change. Research findings show the need for executive coaching professionals to be incisive when helping clients formulate goals and implement enduring change. In this paper, the aggregate research will be reviewed and distilled for application, in the form of a checklist and evidence-based questions (using the ORID method) for use by executive coaches with the aim of helping their clients create leveraged goals that result in successful goal attainment.
Keywords: Goal-setting, Executive Coaching, Neuroscience, Leadership Development
The Effectiveness of Executive Coaching: Views and Potential Metrics
Dr. Steven Seay
Organizational Affiliation Saudi Aramco Leadership Center
Abstract: The aim of this research project is two-fold: First, to explore the efficacy of executive coaching from the perspective of those who receive it; second, to determine what metrics have been and could potentially be applied to coaching practice to measure its effectiveness, efficiency and productivity. The wide range of literature reviewed suggests that while most executives find coaching valuable, there is room for improvement. Potential measurement models for coaching must be contextualized within the specific client company.
Keywords: Executive Coaching, ROI, Measurement
- Advanced Practicum: Cohort IXSolution-Focused Coaching: The Significance in an Evidence-Based Approach to Executive Coaching
Olubukola Ajisogun
Teachers College
Abstract: Solution-focused coaching as an executive coaching intervention facilitates the practice and implementation of positive psychology in a goal-oriented approach. This paper highlights the significance of an evidence-based approach to executive coaching through recent literature and research on solution-focused coaching. Also included are three distinct proven tools (SMART GOALS, OSKAR and GROW) that are applied during the solution-focused process to enhance the value of the coaching experience for participants and also assist the coach in delivering added value and insight..
Keywords: Solution-focused, Positive Psychology, Evidence-based, Executive Coaching.
Building Credibility to Support the Advancement of Women Executive Leaders; Insights and Applications to Executive Coaching
Julia A. Amo-Simon
Columbia University Executive Coaching Program
Abstract: Credibility is a critical success and leadership competency in women executives; it directly impacts the ability to drive and achieve important business outcomes and can significantly impede movement to the upper ranks of the executive suite. This paper identifies five primary behaviors that influence the perception of credibility in women executive leaders, as derived from literature research and targeted survey results. Strategies, techniques as well as “corollary” activities which enable women to overcome credibility hurdles are also presented. Finally, tools and techniques that can be incorporated into the coaching process are summarized to help women achieve greater career outcomes.
Keywords: Women, Leadership, Executive Coaching, Advancement
Exploration of Heartmath and Mindfulness Practices to Support Ethical Decision Making in Coaches and Their Clients
Penny Archuleta
Children’s Hospital Colorado
Abstract: This project provides a synthesis of recent data on coaching, stress reduction – via mindfulness meditation and heartmath practices - and ethical decision making. This project will be a reflection on the implications of this research on increased self-awareness for both the coach and the client. The project will include an inquiry into the opportunities to increase coach and client ability to act ethically, value upholding ethical standards and enhanced ability to use a principled approach to ethical decision making (formalism) through use of these contemplative practices.
Keywords: Decision Making, Self-awareness, Ethics, Coaching, Meditation
From Geek to Leader: A Pragmatic Approach to Leadership Development
Nancy T. Benthien
Columbia Coaching Certificate Program, Columbia University
Abstract: Conventional wisdom may say that highly technical professionals, e.g. engineers, scientists or computer programmers, often struggle with the interpersonal skills needed to work effectively in collaborative team environments or excel in leadership roles. Through literature review, interviews, and an analysis of over 22,000 Birkman personality assessments, this paper examines the premise. It also identifies common strengths and skills gaps in these individuals, and discusses coaching practices to improve their effectiveness within teams and as leaders.
Keywords: Leadership Development, Coaching, Engineers, Scientists, Technical Professionals
High-Scope Coaching: Coaching as a Full-fledged Partner of CEOs/Company Owners in the Pursuit of Understanding the Role of the 21st Century Businesses.
Patricia Cauqui
Teachers College, Columbia University– Columbia Coaching Certification Program.
February 2013
Abstract: The economic paradigm in force for the last 200 years is being severely questioned. This is affecting companies’ traditional methods and provoking an increasing tension on CEO’s/company owners’ agendas to navigate short and long term dimensions. Coaching could be a key tool to fully partner with these executives. But in order to get there, coaches should broaden their understanding of global external challenges and change the perception companies have of the scope of executive coaching.
Keywords: The “Doing” and the “Being” of the Company, Partnering, Thought-Provoking, Coaching Essence, Economic Paradigm, “High-scope” Coaching
Narrative Coaching – Overview and Application to the CCCP Process
Selen Elgin, MA
Abstract: We communicate with each other through stories. It is through stories that we make meaning of our experiences and lives. Research shows that the past decades have seen a shift of focus to narratives in human and social sciences, as well as in coaching. This paper provides an overview of the narrative coaching approach based on concepts of narrative inquiry and narrative therapy and explores ways of combining narrative coaching with the CCCP approach.
Keywords: Coaching, Narrative Coaching, Narrative Inquiry, Narrative Therapy
The Other Age Battle: Looking Young and Leadership Development
Laura Fisher
Teachers College, Columbia University– Columbia Coaching Certification Program
Abstract: Much research speaks to struggles women face as they develop their individual leadership styles and vie to climb the corporate ladder. There is also significant evidence for age-related bias against older adults, however little research exists regarding the opposite end of the spectrum. The current paper investigates challenges resulting from being perceived as younger and less experienced than her years as women look to advance professionally and the role coaching could play.
Keywords: Age, Coaching, Leadership, Perception, Women
Presence and Responsibility – Two Cornerstones of Coaching
Kim Fogh
Abstract: At the Columbia Coaching Certification Program the students are taught a number of models and frameworks in order to learn the art of coaching. The use of models and frameworks makes a lot of sense, not least in the first years working as a coach. However I believe that even more important than models, guiding principles, a specific description of a coaching process and a questioning & listening tool is that the coach masters the ability to be present and take full responsibility. The intent with this paper is to better understand what impact these two elements, presence and responsibility has on the coach and the coaching-session.
Keywords: Presence, Responsibility, the Art of Coaching
Coaching, Executive Leaders, Lean and Quality
Terry Hamilton
Abstract: A leadership gap exists when quality improvement and Lean are implemented to manage organizational productivity but not necessary professional and personal life satisfaction that is the motivational ingredient sustaining the energy of the employee as an effective contributor to organizational success. This motivation/energy when attended to in the coaching process works in the area of personal, professional and interpersonal relations which are not primary foci of Lean but an important organizational asset.
Keywords: Executive Leadership, Management, Lean, Motivation
Rewiring Leaders: A Neuroscientific Approach to Executive
Carroll Hern, CCCP 2013
Abstract: Neuroscientific research presents compelling evidence that the structure of the brain is not hard-wired in adults, but remains flexible and plastic over the course of our lives. This discovery has profound relevance for executive coaches and the field of leadership development. The applications of neuroscientific frameworks and mindfulness training modules to the executive coaching practice means that coaches can now help their clients rewire derailing behaviours, develop their emotional intelligence, weather high-stress business situations and maintain their focus, and promote productivity within their organizations.
Keywords: Leadership Development, Executive Coaching, Mindfulness Training, Emotional Intelligence, Neuroscience
Women’s Leadership Coaching: Communication Strategies for Career Advancement
Ms. Terry S. Newman
Teachers College, Columbia University
Abstract: Many women falsely believe that a job well done is all that is needed for career advancement. However, for women to advance their careers and reduce the gender pay gap, they need to master specific communication strategies particularly self-promotion and negotiation. Unlike men, women also need to overcome gender stereotyping that can impede their advancement when they engage in self-promotion and negotiation. This paper provides evidence from selected literature and research on effective communication strategies for women professionals seeking career advancement, greater success or senior leadership positions. Communication skill development to counter stereotypes will also be explored. Finally, tools that can be used during the coaching process to enable successful outcomes will be discussed.
Keywords: Women in Leadership, Career Advancement, Communication Strategies
Transformative Learning & Executive Coaching: Applications and Implications to Practice
Shelby Rafferty-Buron
Abstract: Adult Learning Theory and more specifically, Transformative Learning can enhance the outcome of the Executive Coaching process by taking learning to its highest, most transformative level. Transformative Learning addresses the knowledge and the thinking processes behind the acquisition of knowledge in the workplace. When learning is transformative, there is a fundamental shift in the way executives see the workplace and how they operate within the workplace. This can result in changes to business or completely new ways of doing business affording a significant competitive advantage in today's competitive, global economy.
Keywords: Adult Learning Theory, Transformative Learning, Executive Coaching, Workplace
Influential Leadership: Leading Up, Leading Down and Leading Sideways
Donna M. Rossi Smithers
Columbia Coaching Certification Program
Abstract: What is influential leadership? With the growing complexities of organizational structures, there is a need for coaches to help individuals hone their skills as leaders and influence others who they directly and in-directly manage across an organization. This paper focuses on the power of influential leadership and how coaching can help develop professionals to influence others above, below and along-side of them to promote change and drive results.
Keywords: Influential Leadership, Inspired Leadership at All Levels, Developing Leaders, Organizational Change, and Coaching Toward Influential Leadership
The Impact of Coaching in Organizations: Best Practices of Measurement
Juan Rovira
Esade Business School, Universitat Ramon Llull
Abstract: Coaching practice is becoming a tool for improvement of performance in the corporate world, but companies demand a clear measurement system to prove the impact of the process in their results. The focus of this paper is to learn about the best practices of measurement applicable to those processes of coaching. Additionally, a particular case of 224 bank area managers of a customer of the Business School, who attended a Program for Leadership development which include a process of coaching for performance, will be analyzed.
Keywords: Leadership Development, Coaching for Performance, Impact of Coaching on Leadership
MBTI and Change – A Correlation with an Impact on Coaching
Charlotte Rydlund
Abstract: This paper focuses on the Myers Briggs Type Indicator and its correlation to people’s reaction to change, for the benefit of coach and client. Literature covers the MBTI assessment, individual and organizational change. The research confirms there is a correlation between ones MBTI profile and change. The MBTI is a powerful tool that can help a client’s self-awareness; however there are other influences that must also be considered. Coach the person not their MBTI profile.
Keywords: Myers Briggs Type Indicator, Organizational Change, Coaching
Mezirow’s Transformative Learning and Coaching: “Disorienting Dilemmas Drive Transformative Coaching”
Maureen C. Solero, SPHR
Management Consultant and Executive Coach
The Columbia Coaching Certification Program, Cohort IX
Abstract: This paper reviews adult learning, specifically Jack Mezirow’s 10-step transformational learning process and its application to coaching. The paper explores application of this process and creation of a new coaching process (“Transformational Coaching Model”) targeted to coaching clients in transition. The paper draws on literature from adult learning, executive coaching, career transition and change management. Development of the model and should provide coaches with an effective tool for coaching clients through career transitions.
Keywords: Adult Learning, Executive Coaching, Career Transitions, Appreciative Inquiry, Feedback, Coaching Processes, Change Management
Using Coaching Skills to Lead Generation Y'ers
Tara Nitsch-Sousa
Abstract: The paper explains the importance of coaching skills for Generation Y managers at the workplace. It indicates through the examination of this cohort characteristics that feedback, support and goals setting – coaching skills – are paramount for a successful relationship between managers and Gen. Y’ers. The analysis of motivation and leadership theories supports the application of coaching skills in the managerial practice. The paper concludes with recommendations on how to set this new managerial approach at the workplace.
Keywords: Generation Y, Coaching Skills, Leadership, Motivation
Coaching Entrepreneurs – People Who “Think Different”
Guthrie Stewart
Teachers College - Columbia University – CCCP
Abstract: Entrepreneur founders of a business are often seen to “march to a different drummer”, operating with distinctive business and personal challenges as compared to leaders of established organizations. This paper reviews research and literature for common themes of entrepreneurial personality traits, motivations and behaviors, and also observed contributors to their success. Certain coaching competencies and applications of process are discussed and observed to be especially significant for successful coaching of entrepreneurs.
Keywords: Entrepreneurship, Coaching Competencies, Leadership
The Neuroscience of Emotion
Anabel Suarez
Abstract: The purpose of this paper is to explore the relevance of recent findings in the areas of emotional intelligence and neuroscience to the work of Executive Coaching. Specifically, discoveries related to neuroplasticity - the capacity of the nervous system to develop new neuronal connections - and how the brain can be changed to support new patterns of behavior, will be investigated to explore how, in Executive Coaching, can we use those findings to support leaders to better adapt to changing business environments.
Keywords: Emotional Intelligence, Neuroscience, Executive Coaching, Behavior
The Building of a Leadership Program Anchored in Coaching: Coach 2 Coach
Mari Taglianetti-Kent
Abstract: I am interested in exploring the tools, techniques and coaching models that are suitable for the Club Fit (CF) organization and management teams, In order to help establish a Coaching Culture and design a Leader Development Program consisting of Coach 2 Coach workshops that demonstrates the importance of resilience, emotional intelligence, thoughtful listening, being present and authenticity as essential Leadership qualities.
Keywords: Leadership Development, Emotional Intelligence, Coaching
Coaching Skills for Doctors: Improving Medical Communications for Better Patient Outcomes
Dr Chi-Chiu Tan
Gastroenterology & Medicine International, Singapore
Abstract: This paper studies the relevance of coaching skills for doctors in improving medical communications for better patient compliance and outcomes. The literature review addresses pitfalls in doctors’ thinking patterns that can be redressed by coaching skills, the basis for consultation coaching and how such training is best done. A case is made for the design of special programs for doctors that employ coaching techniques, and suggests this as an area of specialty focus for coaches.
Keywords: How Doctors Think, Medical Communications, Consultation Coaching, Coaching Doctors, Patient Communications, Healthcare Coaching.
The Role of Expertise in Coaching
Susan Wefald
Teachers College, Columbia University, CCCP Cohort IX
Abstract: The paper explores the role of expertise in coaching. It examines the coaching and consulting continuum, and looks at the role of advice in coaching, Clients often seek coaches who have knowledge and expertise to share. Most coaches give advice of various kinds. When advice is given with the agreement of the client, and in the context of furthering their agenda, it can be a useful part of a coach’s toolbox.
Keywords: Coaching Definitions, Coaching Purpose, Coaching vs. Consulting, Advice in Coaching
Individual Contributor to People Manager - How Coaching Can Support the Transition
Clare Williams
Abstract: The focus of this paper is on the early career challenges faced by new managers. The paper draws on insight from literature into the challenges they experience in conjunction with internal research at Organization X (London). The paper offers recommendations for an internal coaching program that can be used as a resource to support new managers as they transition from managing success through self (Individual Contributor) to managing success through others (People Manager).
Keywords: Managers, Career Challenges, Internal Coaching, Human Resources
The Role of Coaching in Organizational Culture Change
Sandy Wright
Teachers College, Columbia University
Abstract: This paper examines the role of coaching in organizational culture change. Research is quoted and empirically, a current transformation is outlined. Ed Schein’s ‘Organizational Culture and Leadership’, Kegan and Laskow Lahey’s ’Immunity to Change’ were major sources. Articles by van Coller-Peter, ‘The use of coaching for the agreement of the preferred culture within an executive team’, Evered and Selman, 'Coaching and The Art of Management', Katzenbach, Steffen and Kronley’, ‘Culture Change that sticks’, Katz and Miller, ‘Coaching through Culture Change,’ are quoted. In conclusion, sustainable cultural change may only be achieved by combining both external and internal coaching.
Keywords: External Coaching, Internal Coaching, Organizational Change
