Centers of Excellence | Teachers College Columbia University

Skip to content Skip to main navigation
Teachers College, Columbia University
Printer-friendly Version
Teachers College, Columbia Univeristy Logo
Columbia Coaching Certification Program

Columbia Coaching Certification Program

Department of Organization & Leadership

Center of Excellence

The Columbia Coaching Certification Program is one aspect of our larger commitment to enhancing human potential and organizational performance through coaching. Achieving mastery of the fundamental coaching skills is a life time journey and we see the certification program as a stop along the way. Columbia University’s Coaching Center of Excellence (COE) three organizational structures:


Columbia Coaching Certification Program (C3P)--we launched the year-long professional coach preparation program during the Fall of 2007. Our 16th cohort started the program in November of 2015, marking over 670 participants completing the front-end 5-day residential segment of the program (i.e., 60% via our External Coach Intensive | 40% via our Internal Coach Intensive), over 350 have completed the entire year long program, with nearly 100 participants in process, from over 50 countries around the world. C3P has provided a solid foundation for build an alumni organization, the 2nd component of Columbia's Coaching Center of Excellence. (Click for Participant Map)


Columbia Coaching Learning Association (CCLA)--while a hand full of graduates had worked to create an alumni association since the first cohort 2007; sparked by the need to formalize to co-sponsor Columbia's 1st International Coaching Conference, an alumni organization, under the formal name of the Columbia Coaching Certification Program's Alumni Associated received its Certificate of Incorporation from the State of Delaware on March 10, 2014; followed by on Employer ID from the IRS on March 26, 2014, and importantly its 501(c)(3) non-profit organization status August 29, 2014; during the FY 2015/2016 CCLA is focused on engaging the Board of Directors to provide the organizational leadership needed to realize its purpose to serve as a community of practice for CCP graduates, as well as other scholars, practitioners, scholar-practitioners, researchers, students, talent management professionals and others who are interested in the study and practice of executive and organizational coaching in the context of the Columbia’s 3 Coaching Foundations3 (i.e., mindset, competencies, and process) - this entity is key in developing the capacity needed to delivery custom solutions to organizational clients, CCLA also represents channel for efficiently promoting new programming, use this link to learn more about this entity (; and


Columbia Talent Alliance (CTA)--the third component of Columbia's Coaching Center of Excellence is intended to provide a platform for accessing our growing global community of program alumni, combined with faculty and other resources across the university to provide customized talent development and organizational effectiveness solutions to meet market inquiries for these services - that we have consistently received even prior to formally launching CCP back in 2006. Our current objective is to identify 2 - 3 organizational projects to serve as a "proof of concept" to formalize this critical component of the center.

Learn More...

The Center for Coaching Excellence exists to create value to individuals, groups and organizations interested in the on-going enhancement of knowledge about the process of coaching and related skills. The Center provides multiple spaces and opportunities for learning, development and renewal.

The Center leverages the power of imagination and co-creation by sponsoring conferences, conducting and disseminating research, developing e-learning modules and offering collaborative e-forums for networks of coaches to stay connected. Creating coach-specific research projects is an excellent example of C3P candidates both developing an appreciation for the power of research to inform effective, professional practice, as well as, contributing to the knowledge-base of this exciting and emerging field of professional practice. 

FranklinCovey’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 (

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.

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.

Coaching within an Organization: A Coaches Assessment

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.

Executive 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.

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.

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

Empower(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.

Exploring 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


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

Exploring the Relationship of Culture and the Coaching Process: How a coach’s cultural intelligence influences the coaching engagement.

Bob Andrews
Gap Inc., San Francisco, CA

Abstract: 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 Program

Abstract: 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 Executives

Abstract: 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

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 Program

Abstract: 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

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

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

Customizing 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
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

Measuring 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

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

Executive 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

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

Solution-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

Coaching of Sales Managers

Niclas Axelsson
Teachers College

Abstract: This paper reviews research, and literature, describing the development of B2B sales, as a result of change in customers buying behaviour during the last 40 years. The development will put other demands on the Sales organisation, and the way of coaching sales managers. A model of performance coaching will be reviewed and used for coaching of sales managers.

Keywords: Coaching, Performance Coaching, Sales Management, Coaching of Sales Manager

Beyond Resilience: Coaching for Antifragility

Nicolas A. Bardoukas, M.A
Senior Consultant, GrowthLeaders
Cohort X - July 2013

Abstract: Selected literature on positive psychology, post-traumatic growth, mindfulness, acceptance and commitment training and CBT are examined for their application towards coaching executives for antifragility, the ability to leverage adversity for growth beyond resilience. The evidence-based assessments, frameworks and interventions presented can provide preliminary tools to promote antifragility in leaders through the coaching process. The paper concludes with a discussion of insights combined with implications for the leadership development practice and future research.

Keywords: Antifragility, Resilience, Executive Coaching, Posttraumatic Growth, Positive Psychology, Leadership Development, Mindfulness, Acceptance and Commitment Training

Harnessing The Power of Story in Coaching

Corena S.U. Chase
Columbia University, Teachers College, Executive Coaching Program

Abstract: Humans have always used story as a tool to make sense of and to share fundamental truths about who we are. As coaches we can make use of this tool both to better understand and to empower our clients. The coaching process naturally lends itself to the incorporation of narrative frameworks. In this paper I draw on literary research, my own experience, and the CCCP coaching model to highlight the ease with which we can access story as a tool for our coaching toolkits. I explore a variety of ways in which inviting the narrative form into our process might enrich our client’s agenda.

Keywords: Story, Narrative, Coaching, Narrative Coaching

Entrepreneurial Leadership Coaching and the “Innovative Executive”: Coaching an Entrepreneurial Mindset for a New Economy

Jane Cho
Columbia University Coaching Certificate Program

Abstract: Can an entrepreneurial mindset be developed through coaching? While many entrepreneurship researchers have focused on the innate personality traits of successful business leaders, an emerging body of research examines entrepreneurship as logic of thinking (known as “Effectuation”) that is learnable and teachable. The work of Saras D. Sarasvathy and David Stark are major sources. An Effectual Coaching Model is proposed to help leaders (both entrepreneurs and non-entrepreneurs alike) develop an innovative mindset to cope with ambiguity, unpredictability, and unprecedented rates of rapid change in the business environment.

Keywords: Entrepreneurial Cognition, Innovation, Effectuation, Ambiguity, Leadership Coaching

The Impact of Culture: Insights and Applications to Executive Coaching in Asia

Kevin K. Chui
Teachers College, Columbia University
CCCP Cohort X

Abstract: Executive coaching is about human interaction and development, and cultural awareness plays a crucial role in the effectiveness of this process. This paper aims to understand the impact of culture on executive coaching in Asia. Through review of research papers and books about cultural models and Asian cultural behavioral traits, the paper explores the influence of culture on client-coach interaction and specific techniques coaches can use for their practice in Asia to better address client needs.

Keywords: Executive Coaching, Asian Culture, Leadership Development, Learning, Diversity

Organizational Group Coaching with 360 feedback

Stephanie A. Comenge Segard
Teachers College, Columbia University

Abstract: This paper explores “Organizational Group Coaching with 360 feedback” that occurs in a formal learning environment. Why does it work, and what are the key attributes/drivers of its success. Via a key literature review on group coaching and empirical research with practitioners, the aim is to identify the primary contributing factors, to what appears to be an immediate and candid self-disclosure from the participants. The rationale behind such clarification is to facilitate the possible re-creation of the same process in different organizational environments.

Keywords: Leadership Development, Group Coaching, Group Dynamics, Psycho Dynamic Processes, Personal Transformation

Cultural Differences: Specific Nuances about Culture Regarding Coaching the Brazilian Population

Beatriz Costa

Abstract: In an extremely globalized world, how do professionals in Executive Coaching tailor their approach to the nuances of different cultures? As a Brazilian being educated in the United States, deeply understanding the values of my own culture is crucial in being effective as a professional Coach, and sharing my findings will allow other professionals in the Coaching field to access this particular culture, which beyond soccer and its emerging economy, has much more to offer.

Keywords: Culture, Brazil, Executive Coaching

The Power of Narratives – Using the Power of Narrative to Executive Coaching to Evolve

Lisa Fenn
Columbia University Executive Coaching Program

Abstract: This paper examines the ideas and ways of working with narrative practices in executive coaching to promote development. Our lives are multistoried. It is by learning to listen to our lives, by recalling histories, and by discovering the ultimate meaning in telling our stories that we not only transform ourselves, but also our stories.

Keywords: Executive Coaching, Narrative Coaching, Narrative Inquiry, Narrative Therapy, Digital Storytelling

Neuroscience and its Application to Executive Coaching

Scott Gingold

Abstract: This paper examines research in neuroscience and its application to coaching. Specifically, the paper explores how understanding brain function can enable coaches to more effectively assist clients overcome resistance to change and achieve their goals. The paper draws on literature from neuroscience, adult learning, executive coaching, and change management. Neuroscience provides a framework to pull together and better understand and apply the principles, processes, and competencies of the Columbia approach to executive and organizational coaching.

Keywords: Neuroscience, Executive Coaching, Adult Learning, Change Management

Corporate Culture and Success: Coaching in the Workplace

Andee H. Harris
Senior Vice President, Emtec & Executive Coach
The Columbia University Coaching Certification Program
Cohort – July 2013

Abstract: This paper reviews observations of how an organization’s culture and a person’s values and worldviews impact an employee’s success. Using academic papers, periodicals, and interviews, examples identified the differences in success between employees at the same organization and how an individual may thrive in one culture but not another. The implications for coaching include advising clients while job searching and during employment to enable their success.

Keywords: Organization; Corporate culture; Employee success; Developmental (common) frames; Employee values, Employee worldviews

Partnering for Performance – Using a Situational Approach to Coach Potential Leaders

Petros Katalifós
Katalifos & Associados

Abstract: This paper provides evidence, obtained from empiric research and interviews, about the indispensable need to coach potential managers to develop leadership and coaching skills before they are promoted or assigned to supervising roles. Simple, but proven techniques and tools are presented to provide effective leadership coaching at the opportune time to support them in succeeding as people managers and coaches in the shortest timeframe possible.

Keywords: Coaching, Training, Self-leadership, Situational Leadership

Coaching Within an Organization: The Building out of an Internal Coaching Program

Aviva T. Lazar
Teachers College- Columbia University CCCP

Abstract: In the past decade, the use of internal executive coaches has risen dramatically as a complement to external executive coaches. The focus of this paper is to illustrate the trend taking place in development of internal coaching programs within an organization. The paper draws on insight from literature into the challenges with building the capability in conjunction with internal research of Organization X (NY). The paper offers recommendations for building an internal coaching program that can be used as a resource to support an organization through change, leadership development, succession planning and other business and people solutions.

Keywords: Coaching, Internal, Organization, Executive, Management Development

The Emergence of the Employee Engagement Coach: Coaching The C-Suite For Change

Silse Martell
Communications Consultant and Executive Coach

Abstract: This paper proposes Employee Engagement Coaching for the C-Suite as a viable coaching field for executive coaches and an invaluable tool for HR executives. No Olympic athlete would dare compete without a coach. Similarly, every C-Suite executive should have a coach to increase effectiveness in engaging the organization through change processes. The paper reviewed literature from change, transformation, engagement, leadership behaviors and executive coaching methodologies. A model for Employee Engagement Coaching is presented.

Keywords: Employee Engagement Coaching, Leadership Behaviors, Change Management,
Transformation, Executive Coaching, Employee Engagement and Performance

The Journey To Success

Stephanie Milbauer Soukup
Advanced Coaching Intensive
Teachers College, Columbia University, New York 2013
Cohort X

Abstract: Professionals decide that coaching and the business of coaching would make for a satisfying and fulfilling career, either early on or as a second act. Some end up being extremely successful, while others never reach their goals. The key is to truly understand what coaching is, what makes a good coach and what you would need to do to succeed.

Keywords: Executive Coaching, Career Transition, Success, Sales and Marketing, Networking

The ROI of Coaching: How to Measure and Add Value

Elliott B. Nelson
Columbia Coaching Certification Program

Abstract: The purpose of this paper is to explore ways to measure the return on investment (ROI) of coaching, and to understand the relevance of measuring return on the coaching process itself. Research includes several books and articles. Although several approaches exist to measuring coaching ROI, questions persist about the accuracy and use of ROI data. The best argument for a coaching ROI may be as a driver of behavior that will lead to improved results.

Keywords: Coaching ROI, Impact of Coaching, Coaching Metrics, Coaching Results

Developing the Global Coach and Coaching the Global Manager

Obi Okere
Career Coach

Abstract: As more and more companies are converting to global operations, there presents the need for the global coach and the global manager. This paper will present models for coaches to coach across cultures and coach other business executives to manage teams across cultures. The models presented will combine various frameworks developed by Philippe Rosinski and Dr. Maltbia and relate them to the Columbia coaching model.

Keywords: Executive Coaching, Leveraging Diversity, Culture, Cross Cultural, Coaching across Cultures, Culture, Cultural Differences, Cultural Perception, Cultural Intelligence

Using Executive Coaching to Accelerate Successful Experiences in Executive Education and Development

Monica Rigney
Teachers College, Columbia University – Coaching Certification Program

Abstract: Corporations make significant investments in developing their executive staffs. One initiative involves sponsorship of corporation-specific executive education programs, which are offered through graduate schools of business.Nominated attendees self-identify leadership skills needs while completing the program and post program elective individual executive coaching engagements are available to address these needs. Based on a descriptive analysis of participants’ post-program performance as measured by promotion and expanded responsibilities it appears that participant success is dependent on taking advantage of the elective coaching. Through a series of structured interviews the hypothesis that combining these development initiatives results in accelerated development and increased career mobility for executives who choose this approach is explored.

Keywords: Executive Education, Executive Coaching, Executive Leadership, Talent Mobility, Career Mobility

Embedding Creativity and Innovation into the Coaching Process

Christopher Sailer
Columbia University Executive Coaching Program

Abstract: In the field of executive coaching, an enhanced capacity for creative thinking and innovation is often cited as an outcome that can be realized by prospective clients. As a core coaching competency, innovation is notably represented during the reframing stage in the form of experimentation with new approaches. Yet the question remains as to whether the innovative techniques utilized by coaches during sessions play a meaningful role in achieving sustained behavioral change in clients over time, or if coaches can leverage tools for creative problem solving and successfully integrate them into the coaching process while achieving tangible results. This paper holds that innovation and creativity are critical tools for the executive coach that produces positive results for clients that are verifiable, repeatable and supported by research.

Keywords: Innovation, Creativity, Experimentation, Executive Coaching, Impact

Gestalt Coaching as a Tool for Leadership Development: Building Emotional Intelligence

Christine A. Scordato
Vice President, Wellington Management and Teachers College, Columbia University

Abstract: Selected literature on Gestalt Coaching, emotional intelligence and the related concepts of adaptive leadership and immunity to change are viewed through the lens of leadership development in order to explore the use of Gestalt Coaching to develop the essential leadership competency of emotional intelligence. For each area of literature, definitions, origins and key concepts are presented and discussed along with a sampling of the research. The paper concludes with a discussion of insights and implications for executive development programs.

Keywords: Gestalt Coaching, Leadership Development, Emotional Intelligence

How Executive Coaching Can Accelerate Development in Succession Processes of Family-Owned Companies

Giordane Simoes

Abstract: This paper regards how Executive Coaching can be helpful in speeding up succession planning by developing leadership skills and competencies of successors in family companies. The paper was based on reference literature for family companies on leadership and succession planning. Yet it also focuses on contributing to new and experienced coaches in the market who focus on family companies and are specialized in Executive Coaching.

Keywords: Executive Coaching, Succession, Coaching Process, Succession Process, Leadership Development, Family Business

Mid-Career Burnout: Implications for Coaching Women Executives

Kateryna Timonkina
Timonkina & Partners
Managing Partner

Abstract: The goal of this study is to introduce gender and generation specific coaching approach to helping aspiring women leaders avoid burnout in the middle of their career. The study reviews extensive research and academic literature on the topic and introduces specific interventions strategies and key coaching themes, all in connection with CCCP foundations. It offers coaches an effective tool for coaching female clients to manage and/or prevent burnouts.

Keywords: Executive Coaching, Gender Coaching, Burnout, Gender Retention and Senior Leadership Development

Generational Diversity in the Workplace and Implications for Coaching and Leadership Development

Natasha Velikoselskiy
Teachers College – Columbia University
The Columbia Coaching Certification Program
Cohort X – July 2013

Abstract: The paper examines generational implications for organizational coaching as part of leadership development practices. The generational composition of the workforce is changing rapidly, with the Baby Boomers retiring, Generation X progressing, and Generation Y constituency growing. Based upon academic and popular literature (both US and international), we examine the distinguishing characteristics of each generation, with a particular focus on the newest generation in the workplace, whose leadership development needs and expectations will come to the forefront of coaching practices in the near future.

Keywords: Coaching, Generational Diversity, Generations in the Workforce, Leadership Development, Adult Learning

Open-Ended Questions as a Core Coaching Competency: an Essential Tool for Reaching Transformative Adult Learning and Sustained Change.

Carolina M. Vilalva
Teachers College, Columbia University

Abstract: With the growth and expansion of the coaching practice, newly trained coaches are exposed to a series of new tools, methods and theoretical foundations to apply in practice. This paper focuses on exploring the size and effectiveness of the role that open-ended questioning plays in coaching sessions and engagements. It aims at finding out if posing open-ended questions alone could increase a client’s capacity to think critically and make lasting transformational change. People just learning how to coach might sooner understand the central role that open-ended questions play, and sooner concentrate their effort to master their use of open-ended questions.

Keywords: Open-ended Questions, Adult Learning Theory, Coaching, Transformative Learning, Psychology, Psychotherapy, Columbia Coaching Foundations, Change, Self-Awareness

Coaching High-Impact Leaders: The Value within Leaders’ Stories

Henry C. Westendarp
PAVE Charter Schools

Abstract: While evidence demonstrates that high-impact leaders rely upon certain values when in power, the values alone do not cause high-impact leadership. Increasing evidence suggests, however, that high-impact leadership is possible when leaders who are placed in extra-ordinary positions are able to consciously and regularly connect with their values via their life stories. Coaches should therefore help leaders understand their personal narratives for the purpose of leveraging core beliefs and experiences within extra-ordinary environments.

Keywords: High-Impact Leadership, Values-Based Leadership, Authentic Leadership, Narrative Coaching

Experiential Learning Theory in Executive Coaching

Fernando A Yepez
Columbia Coaching Certification Program

Abstract: Kolb’s Experiential Learning Theory (ELT) and the Learning Styles Inventory (LSI) instrument have applied in various settings and investigated by many researchers to establish its Validity and Reliability from a Psychometric perspective. This paper evaluates the findings in terms of Validity and Reliability for purposes of determining the relevance of ELT and LSI to the field of Executive Coaching. The author finds that despite some mix findings both the ELT and LSI can be very useful for Executive Coaching.

Keywords: Experiential Learning Theory, Learning Styles Inventory, Learning Styles, Validity, Construct Validity, Reliability, Internal Consistency, Columbia Core Coaching Competencies, Columbia Coaching Process

Implementing New Ways of Working through Coaching: Using Coaching as a Strategic Workplace Management Tool to Gain Middle Management Buy-in

Marie Zaiti
Coach and Consultant
ACI CCCP July 2013, Cohort X

Abstract: The aim of this paper is to explore how coaching can contribute to the successful organizational implementation of “new ways of working”, that is flexible and/or remote work schemes, in order to help remove the common barriers and hurdles in making the shift to efficient distance work, with a particular focus on middle management. It intends to demonstrate that coaching can be an extremely useful strategic tool to help managers and individuals make this shift, not only in the transitional phase, but also on the longer term as managers can benefit from coaching skills to better manage by performance.

Keywords: New Ways of Working, Telework/Remote Work, Workplace Management, Change Management, Strategic Coaching, Team Coaching, Manager Coaching, Leader as a Coach

“Being Spacious in Myself” Establishing and Holding the Coaching Space: An Exploratory Qualitative Study

Nancy Alexander, MBA, MA
Teachers College, Columbia University

Abstract: Lefebvre theorized that people produce space, and space in turn shapes people. Coaching literature often refers tangentially to “what” the coaching space is like – qualities of safety and trust, for example – but has addressed minimally how coaches produce something so essential to the client’s experience. This paper explores how twelve experienced professionals create and maintain physical, social, and metaphysical coaching space, so that newer coaches may become more aware of and deliberate in shaping it.

Keywords: Coaching practice, art of coaching, holding environment, space, coach as instrument, presence, mindfulness

Coaching Virtual Teams

Dr. Kathryn M. Bartol
University of Maryland, College Park

Abstract: The use of virtual teams in organizations is rapidly expanding. This paper investigates how to effectively coach such teams. A review of major team development literature, work on team coaching, and research on virtual teams points to some optimal points in team development when coaching may be particularly effective. Applying this knowledge to the coaching of virtual teams will require strong coaching skills and consideration of a variety of factors that are unique to dispersed teams.

Keywords: Virtual Teams, Team Coaching, Leader Coaching, Team Development, Dispersed Teams

The Application of Dynamic Network Theory to Coaching: An Assessment of the Impact on Emotional Intelligence and Coaching Competencies

Anders M. Boman
Teachers College, Columbia University

Abstract: In this article, I examine the effects of the Dynamic Network Theory of Goal Pursuit (DNT) (Westaby, 2012) on emotional intelligence as it relates to creating affective, listening, and honest labeling responses. Specific core coaching competencies are reviewed in relation to the response modes. Through application, I consider the impact of DNT on the identified core competencies and the connected response modes. This paper explores DNT in relation to coaching competencies and related key emotional intelligence traits.

Keywords: Social Network Analysis, Emotional Intelligence, Coaching Competencies

Keystone Coaching: Through the Power of Habit

Jill Clark
Talent Management, JDA Software
Columbia Coaching Certificate Program, Columbia University Teachers College

Abstract: This paper focus on how uncovering leadership “keystone habit’s”, habits that lead to change in behavior, can be identified and reprogramed through effective coaching. Key literature and findings used were from Charles Duhigg’s Book, The Power of Habit, Stephen Covey’s, 7 Habits of Highly Effective People and various articles and research based on Charles Duhigg’s work.

Keywords: Power of Habit, Adaptive Learning, Learning Power, Keystone Behaviors and Leaders, Coaching Keystone Habits

The Practice of Internal Coaching by Human Resources Managers: Ethical Considerations

Rafael Durand
Columbia University, Coaching Certification Program
Cohort XI – February 2014

Abstract: Organizations recognize the benefits of relying on internal coaches to maximize leadership development. As the practice of internal coaching evolves, corporate leadership considers Human Resources (“HR”) managers natural candidates for the role. Internal coaching undertaken by HR managers is expected to strike the balance between: 1) maintaining the content of the coaching sessions confidential and, 2) allowing for the reporting of employee development issues. A failure to adhere to these two responsibilities could enable potential ethical conflicts.

Keywords: Internal Coaching, Human Resources Management, Ethics, Confidentiality, Conflict of interest, Trust, Contracting.

Developing Our Coaching Presence

Suzanne M. Enright
President and Executive Coach, Kensu Leadership Group, Inc.
Advanced Coaching Intensive
Teachers College, Columbia University, New York
2014 Cohort XI

Abstract: Coaching Presence is considered a core competency for executive coaches. How do we develop our “coaching presence”? This paper focuses on the work of two primary sources for ways to develop coaching presence: Presence-Based Coaching by Doug Silsbee and Executive Coaching with Backbone and Heart by Mary Beth O’Neill. It also explores the concept of “self as instrument” and some of the emerging research in neuroscience on mindfulness, as a related concept.

Keywords: Coaching Presence, Coaching Competencies, Developing Presence

Global Market: Why and How the Coaching Market in Brazil is Growing so Fast?

Fábio Euksuzian
Organization: Fábio Euksuzian Treinamento e Consultoria LTDA.

Abstract: Why a discipline that emerged in the late 20th in USA became trendy in Brazil? Among a lot of Brazilians that go to Columbia University to do the CCCP I searched for some cultural, economic, market and behavioral aspects to write this paper. I wanted to find out why so many people from different backgrounds in Brazil are working as coaches and at the same time and on the other hand, coaching is not so well known discipline in that country. What methodologies are they using? What adaptations have the Brazilians coaches done to attend the needs and interests of Brazilian audience. I believe my findings can help to spread coaching as a strong and legitimates discipline in South America and help coaches from all over the world as they find out that Brazil is an emerging market.

Keywords: Brazil, Coaching Global Market, Coaching Trendy, Coaching Culture

Diversity at the Top: Best Practices in Executive Presence Coaching for Women and Minority Leaders

Jacqueline M Farrington
Columbia Coaching Certification Program, Teachers College, Columbia University

Abstract: Women and people of color continue to struggle to reach board and C-level positions in corporate America, despite increasing evidence that diversity at the top means increased innovation and revenue. The Center for Talent Innovation reports that executive presence accounts for 26% of why a person achieves a senior leadership position, yet 81% of women and people of color in leadership roles say they are confused as to what executive presence encompasses and, therefore, how to process the feedback they receive on it. This paper provides evidence from selected literature, surveys and interviews to demonstrate best practices and tools in executive presence coaching for women and minorities seeking career advancement to reach senior leadership positions.

Keywords: Executive Presence, Leadership Presence, Female Leaders, Minority Leaders, Female Executives, Minority Executives, Cultural And Diverse Backgrounds, C-Level, Board Level, People Of Color, Gravitas

Female Professionals, Executives, And Entrepreneurs ‘Lean In’ as They Grow their Businesses: Implications of Female Communication Styles on the Performance Coaching Practice

Jennifer A. Geoghegan

Abstract: Research for this paper includes academic and consulting studies on gender communication styles as well as a book on the GROW process for performance coaching and a timely book, namely Lean In by Sheryl Sandberg. The research confirms that female professionals exhibit different communication styles that influence both their perceptions of themselves as well as how they influence others. An effective Executive Coach will recognize how communication style influences performance while using the GROW or Columbia Coaching Process and deploy relevant techniques during the coaching engagement.

Keywords: Gender Communication Styles, Performance Coaching, Communication and Influence, Communication and Leadership

From a Manager to a Coach: Leading Your Team to Success

Idunn Eir Jónsdóttir
Managing Director, International Executive Education, IESE Business School
The Columbia Coaching Certificate Program, ACI, February 2014

Abstract: This Paper reviews best practices in managerial coaching and how a manger can become an effective coach to his subordinates (Team). Through review of research journals and books about the topic, the Paper explores answers to questions such as: Why are so many good people such bad managers? What are the benefits of becoming a Manager Coach?, What are the Challenges of becoming a Manager Coach? What Characterizes a Manager Coach? How to transform to a Manager Coach?

Keywords: The manager as a coach, coaching in the workplace, coaching culture, corporate coaching, the executive as a coach, leadership competencies, from a manager to a coach

Coaching for Emotional Intelligence

Karen A. Joyce
Columbia University, Teachers College, Executive Coaching Program

Abstract: Emotional intelligence is a competency that many successful people have mastered and demonstrated throughout their personal and professional lives. My professional experience, review of the literature and initial research confirms that those individuals who engage their jobs with EQ succeed at a higher level and those without emotional intelligence do not meet their full potential. As a result both the individual and the organization lose out. My goal is to focus on EQ as a lead component within the CCCP framework and the implications for coaching.

Keywords: Emotional Intelligence, Coaching, Executive Coaching, EQ

Coaching the Leader as Meaning Maker: Doing Work that Matters

Tracy S. Kaplan
Owner & Managing Principal, Surgent Leadership
Columbia Coaching Certification Program, Cohort XI

Abstract: This paper explores how executive coaching can help leaders enhance their own sense of meaning at work and thus strengthen the orientation and capabilities necessary to support employees in their own journey toward meaningful work. Through a review and integration of selected literature, and by application of the CCCP Foundations, this discussion provides guidance to the coach on using meaning making both as a lens for the practice of coaching and as a process to support leaders in this important work.

Keywords: Executive Coaching, Leader, Meaning Making, Meaningful Work, Engagement

Coaching Women to Lean In

Cathie Levine
Teachers College, Columbia Coaching Certificate Program

Abstract: Sheryl Sandberg’s call for women to Lean In to their careers set off a worldwide debate about woman in the workplace. This paper examines some of the hurdles Sandberg describes in her best-selling book specifically self-limiting beliefs, gender based stereo-types and maternal gatekeeping. Drawing on additional research the paper explores professional identity formation, and it’s usefulness to women seeking to define what leaning in means to them.

Keywords: Impostor Phenomenon, Maternal Gatekeeping, Relational Identity, Professional Identity, Coaching

Empathy: Coachable?

Roseann Lynch
Teachers College- Columbia University
The Columbia Coaching Certification Program, Cohort X

Abstract: This paper aims to determine if Empathy in Leaders can be broken down into a set of skills, and if so can coaching enable or develop it. I am interested in this because my experience in coaching executives suggests that consistent demonstration of empathy in leaders can elevate a leader’s emotional intelligence, therefore eliciting more collaborative and innovative thinking amongst their teams, creating greater results for their organization. It will aim to demonstrate that humility and empathy would function in the place of Skill and Will in Blanchard’s Situational Leadership Model; High Empathy, High Humility resulting in sustainable business outcomes and higher coachability.

Keywords: Empathy, Self-Awareness, cognitive empathy, empathetic concern, Unconditional positive response, Emotional Intelligence

Organisational Contexts that Trigger Company Needs for Executive Coaching: A Qualitative Study of the Organizational Situations of Companies that Engage Executive Coaches

Samantha Mark
Spencer Stuart

Abstract: Based on a literature review and in depth interviews of senior client company representatives who engage executive coaches, this paper seeks to identify the typical organizational events or situations that lead to demands for executive coaching. By identifying such situations(ie. Strategic shift, new leader transition, M&A, talent development, succession planning) , it may enable companies and clients to be more proactive in engaging coaches and also enable coaches to be more effective.

Keywords: Organizational Strategy, Executive Coaching, Corporate Strategy, Change Management

Coaching Towards the Future of Work

Devon L.F. McConnell
Columbia Coaching Certification Program

Abstract: Organizations are currently feeling the pressure of modernizing forces – specifically new and diverse talent (women, millenials, etc.) and ever increasing digital expectations from employees and customers. Organizations need to fundamentally change their cultures and operations to be able to meet the new demands and continue to compete. Coaching can play a pivotal role by helping leadership engage employees in driving change, fostering coaching as a key leadership management style and through ongoing education for key people impacted.

Keywords: Coaching, Leadership, Culture Change, Organizational Design, Modern Workplace, Change Management

Executive Coaching for Cultural Competence and ROI

William J. McCrossen
Teachers College, Columbia University

Abstract: This paper examines cultural competence in cross-border communications. In today’s globalized world, how do Executive Coaches work with Brazilian multinational corporate leaders to be effective in global teams? As an American working with Brazilian executives in Brazil for 9 years, I have a strong understanding of communications impact on leadership. Based on academic and popular literature, and personal experience, we explore the impact of cultural dimensions on leadership, and coaching communication ROI.

Keywords: Cultural Competence, Communication, Brazil, Leadership Coaching, Coaching ROI

Positive Psychology and Strengths Coaching

Courtney McMahon, Leader Development at Deloitte & Touche
Columbia University Coaching Certificate Program

Abstract: Positive psychology is a relatively new field and provides research and evidenced based theories and tools that can be applied to coaching. This paper reviews concepts within positive psychology related to positive emotion, engagement and strengths using books by major founders of the field, scientific journal articles and interviews with researchers and practitioners. Coaches can educate themselves in emerging trends in positive psychology theory and research and leverage these frameworks in their practice. The information presented will provide extensive review of strengths and their relationship to individual fulfillment and organizational outcomes.

Keywords: Positive Psychology, Strengths, Well-being, Engagement

Group Coaching for Change Leaders: Owning an Initiative Aligned with Sense of Self

Amie L.S. McMullin
Paychex, Inc.

Abstract: This paper focuses on the concept of leader’s sense of self in change and the practice of group coaching to help leaders align with organizational goals. Selected books and peer-reviewed articles are reviewed, and definitions, origins, and related concepts presented. Findings in literature and practice suggest self and social aspects of identity benefit from team and non-team coaching groups. Implications for practice include managing complexities of group coaching, especially the dynamics of intact teams.

Keywords: Group Coaching, Team Coaching, Leadership Identity, Organizational Change

Reframing in Executive Coaching: Multiple Perspectives, Change, and Transformative Learning

Keiko Muromatsu

Abstract: This paper, a review of selected literature on reframing in interdisciplinary fields, aims for understanding as well as application to the field of executive coaching. It finds that frames and reframing are associated with a constructivist view, their effects being selection, saliency, and exclusion. Reframing implies multiple perspectives, which are highly valued by executives as recipients of coaching. It concludes with these insights: reframing is an integral part of coaching and is essentially transformative learning.

Keywords: Frame of Reference, Cognitive Restructuring, Psychotherapy, Adult Education, Constructivist

Coaching Beyond Borders: Cross-cultural Coaching in the Indian Market

Mansi Narang
Teachers College, Columbia University
Columbia Coaching Certification Program, Cohort XI

Abstract: As Executive Coaching transcends national boundaries, the role of culture and diversity becomes an important consideration for effective coaching. This paper attempts to explore the relationship between cultural values and coaching in India. In doing so, it incorporates insights from various research papers, books and cross-cultural coaching models to highlight observations and strategies for coaching beyond borders in India.

Keywords: Executive Coaching, Culture, Values, Cross-Cultural Models, India, Diversity, Cultural Competence

Understanding Millenials in Marketing

Monica Patel
Oppenheimer Funds/OFI Global Asset Management

Abstract: Generational differences have created interesting implications for organizations. The focus of this paper is to summarize research on the millennial generation and their work attitudes and values. Second, this paper will highlight a sampling of millennial values at OppenheimerFunds based on interviews, and outline implications for managers and the organization. Finally, it will discuss how the millennial generation could shape the world of executive and organizational coaching.

Keywords: Millennials, Motivation, Values, Leadership

Navigating Toward Positivity: Leveraging Positive Emotions in the Coaching Process

Gregory L. Riggs
Columbia Coaching Certification Program, Columbia University

Abstract: Research emerging in the field of Positive Psychology in the last 15 years has illuminated the importance of positive emotions in driving high performance, well-being, creativity, resilience and personal transformation. Some of the key findings of this research suggest opportunities for coaches to access positive emotions in the coaching process to better enable clients to drive their change agenda. This paper reviews leading literature in the positivity arena and identifies entry points in the coaching framework for coaches to leverage Positive Psychology findings to spur client development and enhance the effectiveness of the coaching engagement.

Keywords: Positive Psychology, Positive Emotions, Happiness, Flourishing, Coaching

Trends in Curriculum Change Incorporating Coaching at Top US MBA Programs: Implications for Future Growth of High Level Executive Coaching

Jane Sadowsky
Teachers College, Columbia University

Abstract: Five of the “top 10” full-time US MBA programs have coaching programs. I examine the programs and student receptivity. I conducted academic and original research: analyzing top US MBA programs, surveying MBA students, and interviewing the Directors of the five programs. Findings demonstrate both that MBA students exposed to coaching are more likely to seek coaching throughout their careers and that more top US MBA schools are likely to offer coaching programs.

Keywords: MBA Coaching, Peer-to-Peer Coaching, Innovation Coaching, Leadership Development Competencies, Curriculum Change

The Future of Executive Coaching: The bright and dark side

Florencia Scandale
Advanced Coaching Intensive
Teachers College, Columbia University
New York 2014
Cohort XI

Abstract: This paper aims to show the challenges that executive coaching has to face as an emerging discipline. The study explores the evidence that coaching can positively impact the achievement of individual and organizational goals, and suggest the need to review the rigor of its practice. The analyzed literature comes from the fields of research, psychotherapy and coaching. Studies show that there’s a link between coaching and results, but further research is needed to understand why and how it’s generated.

Keywords: Executive Coaching, Activity Theory, Leadership Development, Reflection, Emerging Discipline

The Role of Mindfulness Practice in Executive Coaching

Sophia Shlain
360º Wellness & Coaching, LLC

Abstract: Researching mindfulness through the lens of neuroscience, allows us to observe and measure behavioral changes. Knowledge of your brain is one thing, but being aware of what your brain is doing at any moment is actually useful. The research indicates that by using mindfulness in coaching it can trigger advanced activity in the attention association area in the prefrontal cortex. The neurons of this area of brain are associated with goal directed behavior, both physical and psychological. This paper will focus on the supporting research for mindfulness coaching and the measurable benefits it can produce the workplace.

Keywords: Mindfulness, Coaching, Neuroscience, Brain Waves, Meditation, and Corporations

Harnessing Willpower to Keep Clients Focused and Moving Forward: Applying Concepts of Self-Control to the Executive Coaching Process

Melissa S. Smith
Ralph Lauren
Columbia Executive Coaching Certification Program

Abstract: This paper explores the concepts of willpower and self-control and how to apply the findings to the executive coaching process. Research focused on sustaining behavior change as it relates to smoking, dieting, alcohol and health. These findings are then used to develop strategies deployed during the coaching process with the goal of keeping clients moving forward once coaching is complete. Specific components of the coaching process targeted include Action Strategies, Growth and Renewal and Execution.

Keywords: Executive Coaching, Willpower, Relapse Prevention, Habits, Self–regulation, Behavior Change

Getting to Trust and Vulnerability: The “Price of Admission” to Expanding Perception

Kathleen Y. Stafford
Stafford McConville Human Resources Partners

Abstract: This paper examines themes from over a decade of executive coaching articles published in the Harvard Business Review, and interviews with CEO’s who have expanded their perception through coaching, and connects those themes to the foundational importance of vulnerability and trust. The research findings of Dr. Brene Brown are used to frame an understanding of vulnerability. A simple set of practices emerge to encourage vulnerability and build trust in the coaching relationship.

Keywords: Vulnerability, Trust, Listening, Perception

Return on Investment (ROI) of Coaching: How is it Applied to an Internal Coaching Initiative at BBVA

Paloma, Tejada Gasset
Teacher’s College, Columbia University New York 2014
Cohort XI

Abstract: Return on Investment (ROI) is a financial metric and its use in coaching is exponentially growing. There is a heated debate in the literature about ROI in coaching. This paper presents cost and benefits, examines alternative methods and explores the practical application of the ROI Methodology™ to the internal coaching program at BBVA. The aim of this study is to draw major insights about how this method may impact the coaching engagement and what competencies are most needed.

Keywords: ROI of coaching, coaching effectiveness, metrics, business impact

The Need for Leadership and Leaders Development in Healthcare: Implications for Coaching

Dr. Vassiliki, N. Vidalaki
Columbia Coaching Certification Program, Teachers College, Columbia University

Abstract: Reforms in Healthcare have an impact on healthcare delivery and healthcare provision. Policy thinkers in healthcare sector have recognized the need for leadership development and leader’s development. Healthcare is a mission and value driven industry and literature suggests that leaders are facing multiple challenges and conflicts. Coaching could be a powerful way of developing leadership in organizational and individual level. More research is needed to establish direct links between coaching leaders and their teams and impact on healthcare delivery.

Keywords: Healthcare Leadership, Leadership development, Leader’s development, Coaching, Executive Coaching

Leveraging Inquiry in Executive Coaching and Leadership Development

Alison L. Walling
Teachers College, Columbia University

Abstract: This paper focuses on how executive coaches help leaders gain insight through a process of inquiry. The researcher reviewed two areas of literature: 1) executive coaching, and 2) inquiry. Major findings include a refined understanding of what inquiry models exist and the influence inquiry can have on helping executives develop. The findings of this paper shed light on the communication competency development in the area of executive coaching and aligning executive coaching practices with executive development and change interventions.

Keywords: Executive Coaching, Inquiry, Questioning, Listening, Insight, Meaning Making

Coaching: A Crucial Management Tool

Julia H. Wexler
Columbia University Executive Coaching Cohort XI

Abstract: The benefits of executive coaching include professional fulfillment. This paper examines the link between fulfillment and employee retention. The findings indicate increased levels of fulfillment, gained through coaching, will correspond with higher levels of employee retention. In an age where increased organizational changes results in high turnover, employee retention is a key issue for leaders. Managers who are skilled in coaching competencies should benefit from higher levels of retention.

Keywords: Executive Coaching, Professional Fulfillment, Retention, Job Satisfaction

How to Develop an Effective Sales Coaching Process

Laura Browne
JDA Software

Abstract: The focus of this paper is to review what makes effective sales coaching and how to introduce a successful process in a company. Sales can be improved with better coaching using powerful questions instead of just directing. There are barriers to introducing a sales coaching process that come from sales managers and organization cultures.

Keywords: Sales Coaching, Sales Management Coaching, Performance

The Neuroscience of Influence

Awilda Cabrera
Teachers College Columbia University

Abstract: The focus of this is the neuroscience of influence. Beginning with a critical review of the literature—including, neuroscience, influence and leadership, and executive coaching—this paper identifies sets of core competencies and cognitive frameworks which are critical to effective influence and leadership, and which can be developed, leveraged, and capitalized on in a coaching relationship to facilitate the learning and growth of women leaders in organizations. This paper concludes with a discussion of lessons learned and insights gained that are believed to be more widely applicable to the practice of executive coaching.

Keywords: Neuroscience, Influence, Whole Brain Theory, Executive Coaching, Leadership Development, Gender Identity

Team Coaching as an Intervention: Driving Collective High Performance

Carolyn K. Carlson
Teachers College, Columbia University, Executive Coaching Cohort

Abstract: In business today, there is a belief that working in teams makes organizations more innovative, delivers higher productivity, and drives better business results. The reality is that teams are either wildly successful or mediocre at best. This paper focuses on strengthening team effectiveness through team coaching as an intervention; specifically the team coaching process and its application to different types of teams and their lifecycle.

Keywords: Team Coaching, Team Interventions, High Performing Teams

Manager as a Coach: Coaching a New Competency for Managers?

Gonzague E Dufour
J&G Consulting
Columbia Executive Coaching Certification Program

Abstract: The overall purpose of this paper is to research how best to enable managers to utilize coaching competencies and frameworks. While a manager’s role is broad and includes several skills sets, the coaching skillset can enhance overall management effectiveness. One of the priorities of the Corporate Leaders is to equip Managers with new skills and competencies that will aid in accelerating the organization’s adaptation to the fast changing environment and to stay competitive. Based on recent literature and practice in many organizations, “the Coaching Skillset” is now a “Must,” making the training of managers a big opportunity.

Keywords: Coaching, Manager, Manager as a Coach, Organization Development, Leaders, Leadership, Productivity, Performance

Coaching, Player Coach

HR Leader as Internal Coach to Senior Executive Peers

Holly G. Edington
SVP - Human Resources, Corporate Office Properties Trust

Abstract: This paper examines the challenges for both the HR leader and the senior executive when embarking on an internal coaching engagement. While much has been written on the establishment of and outcomes from internal coaching programs, little has focused specifically on peer coaching for executives. Utilizing this research, personal experience as an HR leader, and the CCCP framework, this paper outlines the considerations for implementing an internal coaching program for senior executives at COPT.

Keywords: Executive Coaching, Internal Coach, Confidentiality, Trust, Credibility

Describing Space - Exploring Space - Transcending Space: On the Use of Narrative in the Context Content Conduct Coaching Framework

Dr. Matthias D. Ehrhardt
CMC Consultaris

Abstract: The paper explores how findings from narrative theory can be integrated and applied in the context – content – conduct coaching process framework (CCC). It reflects central definitions and insights from narratology and literature concerning narrative coaching. Additionally, it examines the potential of narrative to describe spaces (here understood as “context”), explore spaces (“content”), and transcend or change spaces (“conduct”). Finally, the paper gives recommendations for practitioners and outlines further areas of research.

Keywords: Narrative, Context, Content, Conduct, Executive Coaching, Space

Coaching for New Managers: Can Coaching be a Strategic Tool for Management Development and if so, How can the Columbia Coaching Process (CCCP) be Adapted Specifically for Front-line Clinical Team Managers?

Brent, R, Flack-Davison
Visiting Nurse Service of New York

Abstract: The home healthcare industry, driven mainly by the PPACA, is undergoing significant reimbursement and regulatory changes. These changes are requiring substantial changes in clinical practices and organizational business models. Front-line clinical management has been identified as a critical role in driving these changes but this necessitates new skills and leadership capabilities. This paper explores whether coaching can be a strategic tool to assist the required management development and if so, how can the CCCP methodology be adapt to best suit this management population.

Keywords: Front-line Management, Process Adaptation, Columbia Coaching Process

Specialized Coaching in the Family Business Environment: An Analysis on Family Businesses, the Challenges They Face and the State of Specialized Coaching in the Area.

Luis E Flores G
Columbia Coaching Certification Program, Columbia University

Abstract: This paper briefly explores the nature of family businesses and their challenges, as well as the state of academic research in the area of executive coaching within this field. The reader will also find what experienced coaches and executives found to be valid methodologies and approaches for these businesses. Finally, the article offers an analysis on how the Columbia Coaching framework might work within these organizations benefiting both them and their executives.

Keywords: Coaching, Family Business, Business

Managing Leadership Succession in Family Businesses: Opportunities for Coaching

Denise J. Freedman
Teacher’s College – Columbia University
Columbia Coaching Certification Program
Cohort XII – Advanced Coaching Intensive (ACI) – July 2014

Abstract: This paper explores the challenges family owned businesses encounter with execution of leadership succession. It reviews selected literature and supports the inclusion of professional coaching for the incumbent family business leader to achieve the transfer of leadership to the next generation. This paper also identifies the coaching competencies most useful in this highly complex context.

Keywords: Leadership Succession, Family Owned Business, Transition Coaching

Setting Up Your Own Coaching Business: Striving for Success

Alejandro P. Gardella
ArcelorMittal Argentina, ArcelorMittal Group

Abstract: This paper outlines the necessary steps to launching a sustainable, financially successful Executive Coaching business – by devoting attention to key variables (current players, niche, entrepreneurial basics, marketing, etc.) as identified both through literature (books, popular media and peer-reviewed) and interviews to Executive coaches. To narrow the scope, this business will target a specific age segment, in a specific emerging market context. Findings suggest increased chances of succeeding through disciplined application of these guidelines.

Keywords: Executive Coaching, Entrepreneurship, Sustainability, Work-Life Conflict, Emerging Markets

Internal Coaching: Internal Coaching Capabilities to Complement External Coaching

Beth A. Gladis
CCCP Coaching, Cohort X11, Teachers College, Columbia University

Abstract: The purpose of this paper is to explore the use of internal coaching; how to apply it and can it complement existing external coaching practices. Approach-research includes scholarly journals, the Institute for Corporate Productivity and the author’s personal experience/application in current Fortune 200 company. Findings-there is room for both internal and external coaching within an organization. Implications-thoughtful planning and rigidity is needed in order to establish successful internal coaching practice.

Keywords: Internal vs. External Coaching, Launching Coaching Program, Creating Coaching Culture

Why CEOs (Chief Executive officers) Need Coaching?

Marcos G. Grasso
Teachers College, Columbia University

Abstract: ‘Why CEOs need coaching ?’ looks at the complex dynamics and challenging role of the most senior leaders in business organizations and how coaching can help the most senior executives to succeed in a context where the association of power and confidence diminishes perception , advice taking and the ability to comprehend how other people see, think and feel. The conclusions of this paper endorse the need and highlight the conditions of coaching to help CEOs bring out their best for the benefit of the organization objectives they serve.

Keywords: CEO, Chief executive, Executive Coaching, CEO Coaching, CEO Derailers

The Application of Coaching to Support Midlife Career Change

Kristen Herde
Teachers College, Columbia University

Abstract: This paper explores the application of coaching to help successful corporate executives who are dissatisfied or feel lack of fulfillment in their job, make successful transitions to new careers. A combination of research, interviews with former executives who have successfully established a second career, and own experience are used to explore the reasons that prompt executives to embark on a new career and the application of coaching to support them on their journey.

Keywords: Executive Coaching, Second Career, Mid-Life Crisis, Passion, Strengths, Values,
Appreciative Inquiry, Mid-Life Career Transitions, Career Coaching, Career Anchors

Good Housekeeping: Operationalization of the Coaching Engagement within an Organization

Stuart Jackson
Teachers College- Columbia University
The Columbia Coaching Certification Program, Cohort XI/XII

Abstract: This paper examines the impact an Executive Coaching Program Process has on an organization, and suggests that a structured process will produce program efficacy. In my role as Head of Learning I manage disparate external executive coaches, within the organization in addition to operating as an internal coach. I want to identify the optimum process to support and identify which further practice enhancements can be made to the program to facilitate further success and scalability.

Keywords: Coaching Engagement, Structured Process, Program Efficacy

Coaching Technically Minded Executives: Insights and Application to the CCCP model

Beatrice Leon
Teachers College, Columbia University

Abstract: Aligning Information Technology with Business Strategy has been a major discussion topic in Corporations for the past 15 years. This paper investigates the coaching approach, as a way to progress on the subject. The focus is to learn about Coaching “Technically Minded Managers” to help them become Business-oriented. Is there such thing as a “Technology Frame” that could complement the CCCP approach and add value to the model?

Keywords: Coaching, Technology, Technological frames, Information Technology Managers

Utilizing the Power of Media Metaphors in Executive Coaching

Mitchel S. Lippman
Columbia University, Teachers College, Executive Coaching Program

Abstract: Film and television are powerful influencers in our culture. As executive coaches, we work with our clients to uncover and discover their authentic selves and help them gain new perspectives and insights into themselves and their own potential. In this paper, I draw on literary research and my own experience to explore the integration of metaphor and narrative from film and television in the CCCP coaching model – stories that are readily available and familiar to our clients – as tools to evoke transformative learning in the coaching process.

Keywords: Film, Television, Coaching, Role Models, Narrative, Metaphor, Transformative Learning

Using Psychodynamic Formulations in Executive Coaching: Facilitating Identification of Blind Spots which Limit Goal Attainment

Pamela M. Lotenberg, PhD
Teachers College of Columbia University

Abstract: This paper shows how psychodynamic formulations, a concept deriving from the field of psychodynamic psychotherapy, can be used in executive coaching to help 1) facilitate clients’ awareness about blind spots which limit goal attainment and 2) expand how clients understand their ways of making meaning. It will be argued that the use of psychodynamic formulations in executive coaching aligns with the forward and future orientation of coaching.

Keywords: Psychodynamic Formulation, Coaching and Psychology, Coaching and Therapy, Repetition Compulsion

Team Coaching for Team Leaders: Exploring Best Practices for Developing High Performing Teams

Mary D. Manoogian
Center for Creative Leadership

Abstract: The coaching of teams is a practice still in its infancy, with misconceptions regarding its definition and practice even among seasoned professional coaches. Current literature on what makes teams high performing and how best to coach them was reviewed and summarized with practical coaching tools presented. Implications for the coaching field include better understanding of required team coaching skills, knowledge of group dynamics and necessary supervision.

Keywords: Team Coaching, High Performing Teams, Group Dynamics

Evolutionary Coaching: A Middle East Case Study

Randy L. McClarren
The Leadership Center, Saudi Aramco

Abstract: This paper applies the psychological development framework, as developed by Richard Barrett from his published work “Evolutionary Coaching”, to concepts drawn from various psychology journals, published authors, and developmental frames from the Columbia Coaching Program. The research intends to present the results of applying the Cultural Values Assessment (CVA) as a tool for giving feedback and creating self-awareness in the clients being coached.

Keywords: Psychological Human Development, Culture, Cross-Cultural Coaching, Middle East

The Role of Honest Labeling in the Context of Executive Coaching

Daphne Moench, MBA
Visiting Nurse Service of New York, Organizational Development and Change Management

Abstract: The purpose of the paper is to explore the role of honest labeling in the coaching process and to examine the benefits of having difficult and courageous conversations with clients to promote learning and growth. Definitions and descriptions of what constitutes honest conversations are presented with a literature review that is focused on honest labeling in the context of executive coaching. The deduction shows that honest labeling is critical in advancing the client’s goals and increasing awareness and growth.

Keywords: Executive Coaching, Courageous/Difficult/Fierce Conversations, Honest Feedback

“Proofing” Coaching Results: Lessons from Evaluation Theory and Practice

Marco Noordeloos
African Women in Agricultural Research and Development (AWARD)

Abstract: Current literature shows few credible evaluations of coaching interventions, but ample examples of poorly substantiated impact claims. This paper argues that peer-reviewed publishing of the former requires application of sound theory and practice from the field of Evaluation. It discusses evaluation concepts relevant to coaching, illustrating the need for coaching professionals to help build one of the essential foundations of any credible, professional discipline: to draw upon and contribute to an empirically validated knowledgebase.

Keywords: Coaching, Evaluation, Theory of Change, Contribution Analysis, Outcome Mapping

Is It Enough? Explicit and Implicit Theories of Leadership in Coaching

Dr. Kenneth D. Otter
The Leadership Studies Programs/Saint Mary’s College of California

Abstract: This paper examines the literature in executive, leadership, and organizational coaching to ascertain the prevailing implicit and explicit leadership theories informing coaches. It juxtaposes leadership theories from the coaching literature with leadership theories from the leadership literature. The paper engages the question, “Could the leadership development needs of clients be better served if coaches had more understanding of leadership theories? “It concludes by exploring where in the CCCP framework an increased leadership literacy might fit.

Keywords: Leadership coaching, Executive and Organizational Coaching, Leadership Development.

Coaching Lawyers in a Culture of Advice: The Growing Utilization of Coaching within the Legal Profession

Linda I. Parsons

Abstract: This paper provides evidence from selected peer reviewed literature and research related to the growing utilization of coaching within the legal profession. The unique attributes of lawyers and their professional environment are considered in the context of barriers to and benefits of coaching within the profession. Specific focus is given to the role that ‘advice’ plays in coaching and the implications for acceptance of coaching within the profession and application of coaching processes for successful outcomes in lawyer-coaching relationships.

Keywords: Advice, Coaching, Professional Coaching, Mentoring, Consulting, Contributing

Non-Reciprocal Peer Coaching for Women’s Leadership Development and Transformative Learning

Stacey Robbins
Teachers College, Columbia University

Abstract: This paper will explore a theory of non-reciprocal peer coaching (i.e., coaches are coached by a different peer than the peer whom they coach) for women’s leadership development and transformative learning. First, the current state of women’s organizational leadership will be considered. Second, peer coaching will be explored with respect to its application to women’s leadership development and transformative learning. Finally, a model of non-reciprocal peer coaching for women’s leadership development and transformative learning will be considered. Finally, implications for practice of coaching for women’s leadership development will be discussed.

Keywords: Peer Coaching, Women’s Leadership Development, Transformative Learning, Holding Environment

Stress and Addiction in the Legal Field: How Executive Coaching Can Help

Melanie Sackheim
Columbia University Executive Coaching

Abstract: This paper examines the prevalence of stress and addiction among legal professionals, highlighting how proper executive coaching can reduce these stressors and increase overall well-being. With the help of a qualified coach, attorneys can learn modern success skills that can decrease stress levels and substance abuse. Due to the prevalence of these stressors, trained executive coaches may have become a necessity for the profession and may be helped by a required law school class around emotional management. Clearly, coaching services are vital to this profession and availability of skills will give more options than turning to drugs and alcohol.

Keywords: Stress, Addiction, Attorney, Coaching, Professional Well-Being

Tiny Habits: Introducing Small Changes through Health Coaching to Get People to Do What They Want to Do to Improve Their Health

Andrew Scibelli
Teachers College, Columbia University, Executive Coaching Cohort XII

Abstract: This paper supports the value of applying “Tiny Habits” to the health coaching process to achieve positive behavior change. Behavior change requires three things: 1) the individual must be significantly motivated to make a change; 2) the individual must possess the ability to change; and 3) a trigger must initiate the change. Unless the behavior is one associated with an urgent health issue, the individual is generally not significantly motivated to make a lasting change that would lead to health improvement. To introduce a small change (Tiny Habit), however, the individual does not need to be highly motivated to make the change, nor does the individual have to significantly increase ability. The concept and approach of Tiny Habits facilitates sustained positive behavior change.

Keywords: Tiny Habits, Influencing, Persuading, Health Coaching

The Role of Gender in Coaching

Serene Seah
Teachers College, Columbia University

Abstract: Men and women are different; in the workplace, they manage differently and face different challenges. This paper aims to understand the role that gender plays in coaching. Through the review of research papers and books on gender differences in leadership styles, managerial skills and challenges faced by managers, the paper explores the influence of gender on the coaching process and provides suggestions on how coaches may leverage this understanding to enhance their coaching practice.

Keywords: Executive Coaching, Gender Differences, Leadership, Diversity

Coaching Young and Aspiring Professionals For Growth: Use of Coaching to Help Young and Aspiring Professionals Develop and Improve

Liping Jacqueline, Shen
Founding partner/Plato Global Inc
Cohort XII, Group #4

Abstract: This paper talks about a qualitative project the author conducted since November, 2013. The project focuses on applying executive coaching to a new realm - supporting young and aspiring professionals to grow and improve. Through applying CCCP executive coaching to the project, the author observed the application and implication of youth coaching. Through coaching young and aspiring professionals with ages ranging from 15 to 28, this paper tries to test the effectiveness and unique benefits of coaching in the world of younger professionals. In addition to individual coaching sessions with clients, some other strategies such as survey, interview and comparative studies were applied toward completion of this project. One major finding of this paper is that coaching is indeed an effective and useful tool to support young and aspiring professionals to improve and grow, yet with small adjustment on how to apply certain competencies.

Keywords: Coaching, Executive Coaching, Young and Aspiring Professionals, Career Counseling

Manager as Coach of Latino Employees: Considerations for a CCCP Aligned Practice

Celeste M. Sumoza
Columbia University, Coaching Certification Program
Cohort XII – July 2014

Abstract: Latinos represent a large portion of the US workforce and the number of Latino employees is expected to grow exponentially over the next few years. Due to the increased focus on managerial coaching, US based managers require guidance for developing Latino employees through coaching practices. This paper reviews existing literature on Latino culture and managerial coaching behaviors and provides a tool for integrating these contents into the CCCP framework’s competence clusters.

Keywords: Manager as coach, Latino Workforce, Coaching Latinos, Diversity, Culture

Tools to Apply Mezirow’s Transformative Learning process in Executive Coaching: What Expatriates and Successful Global Leaders Have in Common

Eva Szekeres
Teachers College, Columbia University

Abstract: Mezirow’s transformative learning process provides a good framework for executive coaches, to help executives make meaning of disorienting dilemmas, manage ambiguity and create “deep change”. Business leaders’ success often depends on their ability to develop a more flexible mindset. They benefit from reflecting on their mental model, revising and reframing their perspectives, and questioning their assumptions: a learning experience which expatriates typically need to go through as well. Mezirow’s 10-phase model and the identified coaching toolkit can help facilitate this challenging process.

Keywords: Learning Types, Transformative Learning, Mezirow’s 10 phase model, Expatriate Development, Mental Models, Coaching Tools

Coaching for the Global Mindset in Higher Education

Portia Williams

Abstract: This paper discusses the benefits of coaching in the internationalization of higher education. Most U.S. university leaders have increased their efforts to move beyond student mobility to build a broader vision and strategy for global collaboration. This paper explores the complexities of this transition and argues that coaching for a “global mindset”—built on the Najafi Global Mindset Institute’s model—can be a critical factor in advancing academic internationalization goals.

Keywords: Internationalization, Global Mindset, Global Leadership, Higher Education


Help the C-Suite Help the World: Executive Coaching in a Non-Profit Context

Jessica Berg Elders
Senior Managing Director- Human Assets, Teach For America

Abstract: Non-profit organizations face specific barriers and opportunities in relation to executive coaching. This paper examines published research and the CCP framework to make the business case for C-Suite coaching as an auspicious strategy for Teach For America in a period of critical challenges. Drawing on the research and my context as an internal HR leader, this paper outlines a strategic proposal to maximize ROI of executive coaching at TFA.

Keywords: Non-profit, C-suite, Executive Coaching

Coaching Leadership to Develop Emotional Intelligence

Tonia Casarin
Teachers College, Columbia University

Abstract: The purpose of this study is to review the literature that aims to analyze the coaching practice as a tool to develop Emotional Intelligence in leaders.

Keywords: Coaching, Emotional Intelligence, Leadership Development, EQ, EI

The Impact of Intuition on Outcomes in Executive Coaching

Christina Clinton
Communicator and Executive Coach

Abstract: This paper's focus is to explore the ongoing, scientific debate of the existence of intuition and how it might impact coaching outcomes. Citing scientific and mainstream books and articles, the paper delves into the role that learning, observation, and emotional intelligence may play in intuition. A targeted survey also provides empirical evidence of how coaches use intuition and makes recommendations of where intuition may be most useful -- or best avoided -- in the Columbia coaching process.

Keywords: Intuition, Coaching Process, Coach Presence, Coaching Competencies, Outcomes

How Coaching Can be Employed to Facilitate a Transformational Agenda for a CEO's Direct Team: Establishing a Bridge from Research to Coaching Practice.

Gioia A. Della Rosa
Teachers College, Columbia University Executive Coaching Program -- Cohort XIII February 2015

Abstract: This paper focuses on how coaching can support a transformational agenda driven by a leader, and specifically a CEO, towards the group of Executives in his/her direct report. The paper reviews academic and practice-based texts and from there draws a framework for application. Specific attention is given to the role and competencies of the coach. The suggested framework harnesses CCCP Guiding Principles, Process and Competencies and offers insights for practice for the wider coaching community.

Keywords: Executive, Teams, Executive Teams, Strategic Leadership, Collective Coaching, Team Coaching, Executive Team Coaching, High Performance Team

Coaching Leaders through Transition

Robert J. Dibble
Deutsche Bank, New York, NY
February 2015

Abstract: Organizations invest considerable time, energy and financial resources to identify and place leaders, internally and externally. A large number of leaders struggle to successfully assimilate in transition. The underperformance of a transitional leader can generate considerable damage to an organization. This paper will review the research associated with leadership assimilation and demonstrate the positive impact that coaching can have in the transition process. In this paper, I will draw on my personal experience as a coach and will describe the application of the CCCP coaching model to this critical stage of development for a leader.

Keywords: Assimilation, Coaching, Transition, Leadership, CCCP

An Overview of the Frable Method: Deconstructing the Present Self to Find Clarity of Purpose

Rafael "Alex" Durand
Frable Consulting-,ó

Abstract: Since the beginning of 2014, Frable Consulting has used a coaching methodology of its creation aimed at helping young professionals find their authentic path. The Frable Method has since been used on Millennials and Non-Millennials alike with seemingly indistinguishable successful results. The Frable Method draws from the fields of neuroscience, positive psychology and executive coaching. This paper looks at the Frable Method through the lens of Intentional Change Theory (from a complexity perspective).

Keywords: Neuroscience, Positive Psychology, Intentional Change, Executive Coaching

How Personality Traits Impact Executive Team Decision Making

Michelle Dvorkin
Senior Vice President, People
AppNexus, Inc.

Abstract: The great organizations where I've worked depend on people, ideas, communication and vision to drive outcomes. I've seen that the success of these outcomes relies on the abilities of the executive leadership team. Without a completely capable, effectively interacting executive team, the company may not be able to adapt in a shifting environment. In this paper, I propose to explore the association between the five-factor personality model and executive team decision-making.

Keywords: Executive Decision Making, Executive Team Coaching, Executive Personality Traits, Executive Success, Executive Team Dynamics, Executive Leadership Teams

What Coaching Practices from High Performance Sports Teams Can be Applied in Executive Coach to Create Noticeable and Sustainable Organizational Results?

Paulo E.R. Ferraz
Columbia University, Teachers College, Executive Coaching Program

Abstract: The purpose of my project is to find the best sports coaching practices that allow some sport Teams to reach and maintain very high results performance breaking record after record leading to remarkable results. I want to learn specific strategies and tactics sport coaches use to sustain the effectiveness of Teams' practice to introduce them in my coaching process to help clients to create sustainable superior impact and become themselves organizational "Dream Teams".

Keywords: Team Coaching, Team Interventions, High Performing Teams, Executive and Organizational Coaching

Improving Coaching Effectiveness in Leadership Development

Bruce Gibson

Abstract: This study focuses on how coaches can align personality type indicators and feedback with the Coaching Process to understand job satisfaction and to champion client growth. Major finding indicate that coaches must also take into account a reciprocal relationship that affects work satisfaction and performance, and a changing trend toward transformational leadership type preferences.

Keywords: Myers-Briggs Type Indicator Instrument, Transformational Leadership, Coaching Process

Women and Leadership: Second Generation Bias and The Double Bind

Nancy Gloor

Abstract: For decades, managerial gender stereotyping has been identified as a major barrier to the rise of women leaders. While much work has been done to improve the number of women in middle management, we still see a lack of senior leaders. This paper explores the unseen barriers that women continue to face, how second generation gender stereotyping undermines their efforts and presents double binds, and how leadership coaching can accelerate their success.

Keywords: Women in Leadership, Managerial Gender Stereotyping, Double Bind

Portfolio Career

Sonia L. Gonzílez
Teachers College, Columbia University -- Columbia Coaching Certificate Program
February 3 2015

Abstract: Portfolio career is an increasingly popular option for individuals that will require especial attention from the coaching field. The focus of this paper is to discuss key factors to successfully transition into -and sustain- portfolio careers. This paper reviews evidence-based articles and other literature to describe such factors. Structured coaching engagements will help portfolio career individuals more effectively manage themselves so that they can meet their career and life goals.

Keywords: Portfolio Career, Key Factors for Portfolio Career Success, Self-management, Self-confidence, Resilience to Anxiety, Managing Portfolio Career Risk, Time-management, Fulfillment

Establishing a Comprehensive Coaching Program for all Managers and Executives of a Not-For-Profit Healthcare Organization: Implementing an Internal Coaching Program

Verona Greenland
Morris Heights Health Center

Abstract: Developing a structured in-house executive coaching program to augment the management team's competencies to support achievement of the organization's strategic goals and human resource development. This paper seeks to demonstrate how the application of Internal Coaching could improve accountability organization-wide to drive motivation and engagement and increase employee impact. The conclusion drawn from literary reviews is that internal coaching does in fact transform performance, culture and strategy.

Keywords: Executive Coaching; Internal Coaching; Human Resource Development; Accountability; Performance; Culture and Strategy

New Perspectives on Ethics in the Corporate World: Mindfulness, Coaching and Leadership

Jos L. Guilln
CEO CEU Educational Group

Abstract: This paper explores the impact that Coaching may have on developing more ethical behaviors and better leadership in the corporate world. Coaching is aimed -- among other things - at helping people to get their best self - becoming not only more effective but more virtuous - better by doing what is good - . Mindfulness can be an invaluable tool as it helps develop self-awareness --critical for change and improvement -- and some other character strengths related to virtuousness, like compassion and empathy.

Keywords: Ethics, Coaching, Mindfulness, Virtues, Character Strengths, Leadership

Dealing with Uncertainty: Practices for Helping Clients Develop Flexible Mindsets

Sandra M. Haji-Ahmed
Columbia Coaching Certification Program, Columbia University

Abstract: This paper examines how an individual's mindset about control affects his or her ability to deal with uncertainty. It provides examples of practices that help clients embrace more flexible mindsets when dealing with uncertainty. The literature reviewed highlighted the value of cultivating flexible mindsets against the backdrop of an ever complex and globalized world. In sum, coaches can use the practices and tools to help clients deal more flexibly with the uncertainties in their lives.

Keywords: Uncertainty, Flexible Mindsets, Culture, Control

Coachability Index as a Case Study from Individual and Group Perspectives and its Contribution to Coaches on Improving Clients Coachable Factors and Fandling Potential Resistance.

Maria Rosa de Paula Henrique
Columbia University, Coaching Certification Program
Cohort XIII -- Feb, 2015

Abstract: Assuming that coachability is one of the critical factors to succeed, this paper examines the coherence of the individuals criteria results when client is part of a group and the Coachability Index as a tool, in means of expansion, evaluating weather clients are coachable and creating a possibility to improve it so as to help coaches determining their approaches. Several elements are researched: terms origin, meaning; referred literature; clients coachable factors; applied metaphors; case study comparisons and the value of learning and considering what undergoes the coachs practice.

Keywords: Coachability Index , Metrics for Organizational Coaching, Resistance to Transformation, Coachs Tool Kit, Coachable Factors

Coaching Organizational Leaders on Whole-Brain Thinking: Implications for Success in the Conceptual Age

Emrah Cetin
ThinkPattern Executive Coaching

Abstract: The Conceptual Age is driven by the contribution of creativity, innovation and design skills to drive economic competitiveness globally. While left-brain thinking was pivotal in our advancement in the Information Age, success in the Conceptual Age requires collaboration of left and right brain thinking -- whole brain thinking. This paper draws on literary research to explore whole brain thinking in organizations -- it's implications for success in the conceptual age and how it fits within the CCCP approach.

Keywords: Whole-Brain Thinking, Conceptual Age, Innovation, Creativity, Collaboration, Thinking Preferences, Personality Traits

Coaching Paradigms for Effective Teaming in a VUCA World

Krishnan V. Iyer
Columbia University, Teachers College, Executive Coaching Program,
February 2015

Abstract: In today's volatile, uncertain, complex and ambiguous (VUCA) environment, organizations require individuals to effectively self-organize, collaborate, learn and perform -- entailing, therefore, a shift in focus from teams as static and pre-defined organizational units to teaming as a dynamic and responsive process. This paper examines how coaching principles, competencies and approaches may be applied for effective teaming conversations to meet the challenges of world gone VUCA. Teaming for innovation and large account planning are specifically examined.

Keywords: VUCA, Teaming, Communication, Leader-coach, Coaching, ORID

Coaching to Close the Confidence Gap: Challenging the Internal Saboteur

Jennifer B. Lahman
Lightspeed Group

Abstract: Research shows a significant confidence gap between men and women in the workforce. This confidence gap translates into a leadership gap with lack of diversity at all levels of organizations. In this paper, I delve into the ways in which the internal saboteur, or critic, lies beneath the surface, often holding women back from the very actions required to build confidence through literature, interviews and my professional experiences. Using mindset and coaching techniques, strategies are devised for helping women make conscious choices that enable confidence building, narrowing the gap and increasing the likelihood of goal attainment.

Keywords: Coaching, Confidence and Women, Internal Saboteur, Mindset

What It Really Takes to Change Behavior and How Executive Coaching Can Help:
Transformational Change Advanced through Executive Coaching

Melissa Lomax
Teachers College, Columbia University

Abstract: Leadership development is one of the hottest perplexing topics in the HRD Community. At its core, it is the study of the transformational change process and identifying characteristics of leadership. As executive coaches, we help our clients expand their mindsets and change behaviors to be the most effective, but what does it really take to change behavior? In this paper, I examine behavioral science and neuroscience research to answer this question to inform the field and stakeholders to best service our clients throughout the coaching process.

Keywords: Behavior Change, Transformational Change, Learning, Mental Models, Executive Coaching, Leadership Development

A Growth Mindset Approach to Executive Coaching: An Exploration of How Adopting a Growth Mindset Can Help Leaders Adapt to an Evermore Challenging and Complex Environment

Samantha J. Lytton
London, UK

Abstract: In an ever more challenging environment leaders need to find ways of seeking new perspectives and adapting to change. A Growth Mindset approach to coaching can help leaders re-frame challenges as learning opportunities and through self--reflection and discovery build their resilience and resourcefulness. In turn leaders who adopt a Growth Mindset are more likely to engage in coaching and developing their teams which can positively impact employee engagement, culture and organizational performance.

Keywords: Growth Mindset, Adaptive Leadership, Transformative Learning, Executive Coaching

Effectiveness of Leadership Programs using Coaching as a Developmental Tool: A Case Study at a for-profit Organization

Eva Marco-Julibert

Abstract: Companies spend billions of dollars in Leadership Development. Is all this money spent wisely? The aim of this paper is to provide Consultants and Coaches with evidence from a research-based case that coaching after a Leadership Program can be a powerful tool to help companies develop their managers' leadership abilities. The Case Study has been done in a Spanish for-profit organization that has been investing in Leadership Training Programs over the past three years. One third of the participants chose to have coaching sessions after the program. The research study has been done analyzing the differences between the Coached and the non-Coached groups using surveys and qualitative data collected during and after the Leadership Training.

Keywords: Leadership Improvement, Leadership Development, Coaching Results, Motives

Why Coaching for Corporate Boards?

Roseli R Marinheiro
RM -- Strategic Human Resources, Brazil
Teachers College, Columbia University -- New York

Abstract: Corporate Boards have been demanded to take a more effective role in the business. Different from several development programs for executives, few initiatives are addressed to support the dynamics and consequent effectiveness of the boards. This paper investigates how external coaches could support corporate board members, as a team or individually, the openness for such support and the competencies required of coaches to effectively add value for those groups.

Keywords: Corporate Boards, Coaching, Boards Dynamic, Coaching competencies, Board Directors

Comprehensive Executive Coaching Model for Organizational Effectiveness: Leveraging the Competency of Emotional (EQ), Social (SQ), and Cultural (CQ) Intelligence to Systemically Impact Individuals, Groups, and Organizations

Devora Miller
Teachers College, Columbia University

Abstract: While businesses are comprised of individuals, groups, and organizations there is yet to be an executive coaching model that encompasses all three levels. This paper reviews the literature on multiple intelligences and executive coaching, and integrates them into a new comprehensive coaching model. By mapping emotional (EQ), social (SQ), and cultural intelligence (CQ) to the levels of organizational behavior this new model enables coaches to systemically impact organizational effectiveness at every level. The paper then illustrates how executive coaching achieves this by developing self-awareness in both coach and coacheee, at the individual level with EQ; enhancing team dynamics with SQ; and enriching organizational effectiveness with CQ.

Keywords: Executive Coaching, Emotional Intelligence (EQ), Social Intelligence (SQ), Cultural Intelligence (CQ), Organizational Behavior

Utilizing Schlossberg's Transition Theory To Navigate Executive Maternity Transitions

Colleen Overlock

Abstract: Maternity work transitions are a powerful inflection point in women's life and career. As executive coaches, we work with our clients to successfully navigate transitions, which is critical in executive maternity coaching. This research paper reviews Schlossberg's Transition Theory, evidence from select literature, industry publications, survey results and my own experience to determine how executive coaching can effectively use Schlossberg's Transition Theory and the CCCP coaching model to support maternity transitions.

Keywords: Maternity Coaching, Executive Coaching, Transition, Work-life balance, Schlossberg's Transition Theory

The Efficacy of the MBTI as a Tool for Adapting to Change

Nancy Raphael
Columbia Coaching Certification Program, Columbia University

Abstract: This study looks at the efficacy of the MBTI as a tool for Executive Coaches to raise awareness of clients' natural preferences and how these preferences impact their adaptation to change. The literature reflected widespread support for the MBTI as a vehicle for self-awareness for change, provided it is used appropriately. In sum, the MBTI is generally considered a powerful tool to help clients gain insights into their strengths and areas requiring adaptation, while remaining true to their authentic selves.

Keywords: MBTI, Executive Coaching, Adaptation to Change

A Frontline Leadership Coaching Culture in the United States Army: Suggested Steps toward Its Development

Jonathan E.G. Silk
United States Military Academy, West Point, NY
Columbia University Executive Coaching Program

Abstract: The Army recognizes coaching as a method of leader development in its leadership doctrine but currently does not equip its company level leaders with explicit leadership coaching skills in its leadership courses for junior leaders. Leadership coaching is a powerful method of developing leaders that is yet to be exploited in the Army. This paper focuses on reasons and ideas for building a frontline leader coaching culture in the Army's company level units that will improve the individual effectiveness of company level leaders and the collective performance of company level units.

Keywords: Leadership Coaching, Executive Coaching, Change management, Organizational Culture, Individual Development

The Good, The Bad and The Ugly: Deconstructing Resistance

Lauri J. Slavitt
Teachers College, Columbia University

Abstract: This paper examines the issue of resistance as it relates to the coaching field. In particular, research was conducted on how to recognize resistance, understand the different forms of resistance, and examine tools for working with clients experiencing resistance behavior. A review of selected literature including scholarly articles, journals, and notable authors was considered. A "Resistance Questionnaire" was created and disseminated to current coaching practitioners in order to hear "voices from the field" on this topic.

Keywords: Resistance, Procrastination, Transition, Competing Motivations, Behavioral Change, Executive Coaching

Athletes Transition Out of Sport: Transition Coaching

Cristina Teuscher
Executive Coach and Consultant

Abstract: This paper takes a phenomenological approach to look at Olympic athletes' transition out of sport through the interviews of five Olympic Gold Medalist swimmers whose experiences and challenges are supported by Journal articles, media articles and the adult development theories of Jack Mezirow, Robert Kegan and The Hudson Institute. Challenges unique to athletes transitioning out of sport are discussed as well as some practical implications for coaching high caliber individuals through major transitions.

Keywords: Athlete Transition, Olympic Caliber, Transformative Learning Processes, Adult Learning, Career Transitions, Coaching Processes, Transition Coaching

Mindfulness and its Relationship with Executive Coaching

Doris Vega
Teachers College, Columbia University, NYC
The Columbia Coaching Certification Program
February 2015

Abstract: The purpose of this paper is to explore the mindfulness concept, its different instruments and techniques, the benefits we can obtain by practicing mindfulness and its integration with executive coaching following Columbia's Coaching Foundations. A combination of literature (books, journal articles), my own experience and interviews with executive coaches who practice mindfulness are used to analyze how mindfulness might enhance the effectiveness of individual coaching, in a world of constant change, with high levels of stress and distractions.

Keywords: Mindfulness, Meditation, MBSR, Coaching, Presence, Self-Awareness. Self-Management

The Dichotomy Between Training and Coaching

Sarah Vita

Abstract: Often used interchangeably, training and coaching are unique methods to transfer knowledge and change behavior. So, what exactly is the difference? Can coaching exist without training as a foundation? Without grounding in something, whether that is business content or knowledge of effective decision making, how can coaching work? Where should coaches draw the line between helping their subjects arrive at their own conclusions versus providing advice? This research will examine training strategy as a foundation for coaching and coach preparedness, especially in a business context.

Keywords: Coaching, Training, Effective Decision Making, Coach Preparedness

Coaching Women in Leadership

Nicole Weber
Columbia Coaching Certification Program, Teachers College, Columbia University

Abstract: Women in the workplace face gender based choices during their careers. This paper explores some of the challenges women face in the workplace, and how executive coaching can help women to shape the impact their choices have as role models, mentors and leaders. It reviews selected literature and draws upon current interviews with women in leadership roles.

Keywords: Executive Coaching, Female Leaders, Role Models and Mentors

Understanding The Millennial Mindset: Common Developmental Frames and Values Among Millennials

Suzan Agulnek
Columbia University, Teachers College, Executive Coaching Program
August 2015

Abstract: Millennials account for more than one third of the U.S. workforce and will represent half of this workforce by 2020. The number of Millennial coaching clients will increase exponentially. Executive Coaches dedicated to guiding Millennials on journeys of self-exploration and sustainable growth must understand their clients’ Developmental Frames and have empathic knowledge of their values. This paper draws on literary research and survey data to offer some context and conceptual understanding of the Millennial mindset.

Keywords: Millennials, Gen Y, Developmental Frames, Values, Coaching, Mindset

Impact of Executive Coaching on the Leadership Effectiveness of School Leaders

Lottie Almonte
Teachers College, Columbia University

Abstract: The purpose of this research is to investigate and identify the impact of executive coaching on school leadership development. The paper offers a literature review of the previously conducted research that demonstrates the clear impact that executive coaching has had on leaders and their leadership development. Additionally, the research also shares the different forms and entry points of coaching, demonstrating the evolution of the executive coaching processes in addition to the impact of the Columbia Coaching Model on educational leadership development.. The leadership research presentation will ultimately demonstrate the impact of executive coaching on the development of school leaders and their leadership effectiveness as clients commit to moving forward through the executive coaching model continuum and practices.

Keywords: Leadership Development, Executive Coaching, School Leaders

How Strength-Based Coaching Shapes an Inclusive Culture at Novartis Pharma

Renee Anderson
VP, Global Head Diversity & Inclusion, Novartis Pharma

Abstract: This project will explore how strength-based coaching can further shape an inclusive culture at Novartis Pharma. An inclusive culture, which allows all our employees to feel valued, respected and heard, is critical to creating to demonstrable wins for our patients and our business. Based on academic research, experience within our company and the contributions of peers, I believe strength-based coaching that focuses on inquisitiveness and positivity is a critical practice needed to create this environment.

Keywords: Strength-Based Coaching, Inclusive Culture, Positivity

The Impact of Gender on the Lawyer Coaching Selection Process

H. Sandra Bang
Global Legal Talent Management

Abstract: Why do [lawyer] coachees specify their preference for a certain gender for their coach? How do [legal] organizations best address this especially for those coachees who are new to executive coaching? Through the review of interview results with various law firm executives involved in coach selection for lawyers, articles and texts, this paper will provide best practices that an [legal] organization can use to provide meaningful guidance to the coachee on coach selection as it relates to gender.

Keywords: Executive Coaching, Gender, Coaching Dynamic, Presence, Coach Selection

Executive Coaching as a Tool to Facilitate Effective Leader Face-to-Face Communication

Jenifer I. Beaudean
Columbia University, Teachers College, CCCP
July, 2015

Abstract: Despite current use of technology to facilitate leader-team dialogue, there is no substitute for the face-to-face connection that leaders establish with their teams. Unfortunately, many leaders are uncomfortable with initiating deliberate face-to-face contact. In this paper, I utilize peer-reviewed articles, communications trade perspectives and my own experience to explore the importance of face-to-face communications and to suggest coaching approaches that may help leaders make this critical connection with their teams in a meaningful, genuine way.

Keywords: Face-to-face Communication, Leadership Communication, Executive Coaching, Leadership Coaching

An Examination of Competency-Based Graduate Curricula to Inform the Development of a Coaching Track at Teachers College, Columbia University

Dr. Gina Buontempo
Teachers College, Columbia University

Abstract: This paper reviews best practices in competency-based curricula in graduate education in several disciplines, including professional psychology, management, and human resource management and applies them to the development of a coaching track for graduate students within the Programs in Social-Organizational Psychology and Adult Learning & Leadership at Teachers College, Columbia University. Suggestions are made for how to incorporate these best practices in the context of the Three Coach Foundations of the Columbia Coaching Certification Program.

Keywords: Executive Coaching, Competency-Based Curriculum, Coaching Track, Graduate Education

The Role of Play in Team Effectiveness: from idea to embodied learning

Stephen D’Amico

Abstract: The role of play in adult learning has received relatively little attention, perhaps due to a stigma of play as ‘frivolous’, and the role of play in the effectiveness of business teams is very seldom addressed. A few books in the popular press explore the general role of play and a number of scholars make useful distinctions between play and playfulness. Other sources include research into social attunement, synchronous group behavior, and the role of positive mood on creativity. It is demonstrated that play acts as a form of experiential learning that takes learners through multiple learning spirals, moving from a playful level and progressing to more familiar aspects of team collaboration. Finally, a case study from the author’s professional experience provides an example of the use of play to build social sensitivity in product innovation teams.

Keywords: Play, Adult Learning, Experiential Learning Theory, Action learning, Teams, Team Coaching

The Effectiveness of Executive Coaching on Women Leaders in Fortune 500 Companies as Measured by Individual & Organizational Performance

Stephanie Eller
Columbia University, Teachers College, Executive Coaching Program

Abstract: Executive coaching has grown exponentially and is often used with senior leaders to change behavior, enhance leadership capability and further ones career in Fortune 500 companies. However, little is known about the effectiveness of coaching women leaders and the impact coaching has on individual and organizational performance. The focus of this paper is to review current literature and share my personal experience about the effectiveness of coaching women leaders in Fortune 500 companies.

Keywords: Executive Coaching & Women Leaders, Executive Coaching & Performance, Executive Coaching in Fortune 500 Companies

Coaching the Pacesetting Leader

Coryne A. Forest

Abstract: Leaders draw on a repertoire of six leadership styles to lead effectively. Unfortunately, most rely on only one or two, to the detriment of their organizations and people. Through use of the underlying motivations associated with each style, as well as emotional intelligence competencies, a coach can help the client learn to use the other leadership styles more readily. One theory, Self-Guided Learning, is presented in context to the CCCP models.

Keywords: Leadership Styles, Emotional Intelligence, Motivation

Authenticity as a Competency: Can Authentic Leadership Be Coached?

James J. Frawley
Columbia University, Teachers College, Executive Coaching Program
July, 2015

Abstract: Executive coaches have an opportunity to help clients identify their “authentic selves;” i.e. their personal style that will help them lead in their most effective manner. Effective authentic leadership is reliant on internal and external factors, and should be viewed in the context of a communication competency, impacted by both the sender and the receiver of information. I’ve drawn on literary research and personal experience to explore authenticity as a competency, and how using the CCCP model and process can help clients manage their authenticity to properly align themselves with a personalized leadership style that they may not know is their own.

Keywords: Authenticity, Communication, Leadership, Reputation, Impression Management, Coaching

Coaching Women for Negotiation Success

Christine M. Glancey
Columbia University, Teachers College, Executive Coaching Program
July 2015

Abstract: Research suggests women are less likely than men, in general, to initiate negotiation in the workplace. Recent studies also question whether this lower propensity reflects social resistance women experience when they do negotiate. In this paper, I explore obstacles to success and academic findings that help counter individual and organizational challenges. I aim to integrate these insights into the Columbia Coaching Certification Program model to generate coaching strategies for helping women improve negotiation skills.

Keywords: Gender Differences; Negotiation Skills; Workplace Bias, Executive Coaching

A Schema-based Approach to Coach New Managers Making the Transition from Individual Contributor

Mark W. Gorrie
London, UK

Abstract: This paper focuses on the use of mental models or schemas in coaching line managers making the transition from individual contributor to team leader. The use of schemas can help individuals focus on what matters most when making the transition. Literature is focused on clinical settings and shows that learning and decision-making can be improved by using schemas. In coaching, understanding a client’s schema and helping them supplement that schema when required, can lead to a more efficient transition into a management or team leader role.

Keywords: Mental Models, Schema, Decision Making, First Time Managers

Using Coaching to Improve Effectiveness of Large Scale Organizational Change

Ricardo Grasso
Columbia University, Teacher’s College, Executive Coaching Program, Cohort 14, July 2015

Abstract: Corporations are constantly changing as a result of merges, divestitures, dealing with crisis, incorporating new processes and technology and other large-scale transformations in their businesses. These events have a significant impact in the organization and its people. They require the adoption of new and different competencies, attitudes and behaviors of its workforce that has a direct impact on the culture of the organization. The conclusions of this research aim to show whether and how Coaching can be an effective strategy to help the organizations and their people to successfully go through these transformations and accelerate the adoption and dissemination of the new expected behaviors.

Keywords: Organizational Change, Organizational Transformation, Cultural Change, Organizational and Executive Coaching, Organizational Development (OD)

Developing a Cross-Cultural Coaching Practice

Claire Karsevar

Abstract: Global businesses face complex cross-cultural challenges. Multinational companies addressing these challenges are increasingly seeking executive coaches to assist senior executives realizing their professional and personal objectives in multicultural settings. This paper draws from selected literary research, client interviews and personal experience, to examine the emerging tools and methods executive coaches use to help executives overcome cross-cultural challenges and explore the implications of the findings for developing a successful cross-cultural coaching practice.

Keywords: Executive coaching, cross-cultural coaching, cultural intelligence tools and methods, globalization, global leadership

Compassionate coaching using intentional change theory to enable resonant 21st century leaders

Liane B Kemp
Spencer Stuart

Abstract: Executives wanting to improve their leadership effectiveness are faced with a dizzying array of definitions of leaders and leadership. While leadership skills can be learned, the behavioural changes required are hard to sustain because old neural pathways have to be rewired. Intentional Change Theory offers a useful model for change and is a powerful tool for coaches. When combined with coaching with compassion, resonant relationships are formed that benefit both the leader and the coach.

Keywords: Resonant Leadership, Emotionally Intelligent Leadership, Intentional Change Theory, Coaching with Compassion, 21st Century Leadership, Behavioural Change

The Arc of a Career: Identity and Narrative in the Self-Directed Career

Richard C. Koven

Abstract: Do we self-direct our careers with intent? How does that intention and our career identity change over time? Is there value for coaching clients in telling their career stories, beginning to end, followed by reflection on the story’s meaning. This paper addresses those questions with a review of academic career identity theory supplemented by interviews in which six professional at varying career stages tell their stories.

Keywords: Self-directed career, career identity, career narrative

Insightful Stories: The Application of Narrative Analysis in Executive Coaching

Ferenc Leuko
Celerus Consulting, Hungary

Abstract: The paper is focused on how narrative analysis can enrich the feedback component of executive coaching. The paper provides a brief review of the main directions of narrative psychology and narrative content analysis. A research was carried out to demonstrate how narrative analysis can contribute to a more comprehensive understanding of the organizational setting in order to amplify the effectiveness of executive coaching. The paper integrates theoretically the narrative analysis method into the Columbia Executive and Organizational Coaching model.

Keywords: Executive Coaching, Narrative Psychology, Narrative Analysis, Feedback

Finding Their Way Home: Supporting the Employee Repatriation Process Through Coaching

Dr. Donna A. Lewandowski
Stryker Orthopaedics

Abstract: Despite agreement that international assignments are key for our most valued employees, the experience itself and the company’s leverage of it remains largely neglected. Theoretical frameworks, while comprehensive in describing the (often negative) aspects to reentry, leave many unanswered questions about the most effective practices for retaining returnees. This paper attempts to describe how coaching can mitigate the potential risks to retention by addressing both their personal and professional interests while maximizing the company’s investment.

Keywords: Expatriates, Reentry, Repatriation, Reverse Culture Shock

The Role and Purpose of Values Clarification in Executive Coaching: Why it Matters.

Áine Maguire

Abstract: Paper explores the role of values clarification in executive coaching; exploring the literature of career and adult development. Main findings are that opportunities for alignment coaching typically arise in the mid-career phases. By accessing a client’s values, the coach helps client to personalise corporate goals. This process can access a client’s motivational energy. Executive coaching may, in part, be responsible for socialising clients into organisational values systems that are congruent with their own personal values.

Keywords: Values Alignment/Fulfilment Coaching Adult Development Outcomes of Coaching

Building Optimal School Cultures: Coaching School Leaders

Ms. Elizabeth W. McKenna
Advanced Coaching Intensive Student Teachers College, Columbia University

Abstract: How do you define an optimal school culture, and what are the key contributing elements? In this turbulent time of education reform, how can we balance testing data with a humanistic approach to teaching and learning? This paper focuses on the potential to transform schools through building relationships and defining a participatory culture and discusses how coaching is integral to creating, implementing, and sustaining an optimal school culture.

Keywords: Culture, Community, Elementary School, Organization, Optimal, Coaching

What impact coaching has on CEO’s performance and longevity

Francisco Paschoal

Abstract: What impact coaching has on CEO’s performance and longevity ? The expanded top executive role and boosted expectation to guide business and to lead the team throughout rather complex and uncertain times demand higher perception and reflection level from CEO. Coaching becomes a powerful element to improve understanding on how others think, relate and feel; to self-awareness; and self-management. Findings highlight that coaching has a positive impact on CEO’s performance and there are evidences that could influence longevity in the job.

Keywords: CEO Coaching, CEO Performance, CEO Derails, CEO Longevity in the job, CEO

Coaching for Emotional Intelligence: Application of Neuroscience to Developing and Achieving Sustainable Change with Leaders

Nisha Rao-Schiller
New York, New York

Abstract: Executive Coaching, especially in large matrixed corporate settings, is often focused on improving a leader’s relationships. This typically involves improving the client’s self and social awareness as well as working with hard-wired ways of operating. Long-considered too difficult to work with, advances in Neuroscience now gives executive coaches a new suite of tools to develop leaders and help them achieve sustainable change. This paper sets out key considerations when coaching clients where Emotional Intelligence is a focus and also outlines key applications of neuroscience to coaching and leadership development.

Keywords: Emotional Intelligence (EI), Social Intelligence, EQ, Neuroscience, Growth Mindset, Leadership Development

Project Title: Leveraging the Five Factor Personality Model as a Platform for Identifying Areas of Success for Executives and Opportunities for Continued Growth

Rachel L. Rider
Columbia Coaching Certification Program, Columbia University

Abstract: This paper examines the relationship between personality, specifically the Five-Factor Personality categories, and effective leadership. The literature has identified certain Five-Factor personality traits that have the highest correlation to effective leadership. In digging into the literature, this paper proposes how coaching can be most successful when taking into account the Five-Factor personality traits in effective leadership.

Keywords: Five Factor Personality, Leadership Effectiveness, Leadership Transformation

Utilizing Schlossberg’s Transition Theory To Navigate Executive Maternity Transitions

Colleen Overlock

Abstract: Maternity work transitions are a powerful inflection point in women’s life and career. As executive coaches, we work with our clients to successfully navigate transitions, which is critical in executive maternity coaching. This research paper reviews Schlossberg’s Transition Theory, evidence from select literature, industry publications, survey results and my own experience to determine how executive coaching can effectively use Schlossberg’s Transition Theory and the CCCP coaching model to support maternity transitions.

Keywords: Maternity Coaching, Executive Coaching, Transition, Work-life balance, Schlossberg’s Transition Theory

Development of Transformational Leadership Behaviors: How Can Coaching Help?

Joanne M. Roch
University of Sherbrooke, Quebec, Canada

Abstract: In order to put their organizations in a position to change, leaders need to develop competencies that not only make them effective leaders but also transformational leaders. Since managers and consultants overusing the term “transformational leadership” may have created some confusion, the concept of transformational leadership and its underlying behaviors deserve a closer look. Moreover, this raises the question of how to foster leaders to develop such behaviors in a coaching context. This paper begins with an overview of the concept of transformational leadership, its definition, and its place in the evolution of leadership literature. That is followed by an introduction to research on initiatives that stimulate the development of behaviors related to transformational leadership and that position coaching as a key approach in helping leaders move forward.

Keywords: Transformational Leadership, Development, Coaching

All The World’s a Stage: Bridging the Gap Between Performing Arts and Executive Coaching

Rachel Rubenstein

Abstract: Executive coaches are sought after to help clients improve performance and to promote personal and professional development. My goal as a coach is to find a way to unlock clients’ potential by discovering what makes them unique and powerful – how to get the gravitas and “it” factor so many strive to attain. The question is how? Referencing academic research as well as performing arts literature, this paper aims to show how the application of performing arts based practices and theories can be transferred to an executive coaching model in order to strengthen authentic communication and presentation skills, boost confidence, and ultimately cultivate executive presence.

Keywords: Coaching, Executive Presence, Acting Techniques, Authentic Communication, Impact, Engagement

Integrating Executive Coaching in Onboarding Programs for Business Impact

Dawn P. Sander
Columbia Coaching Certification Program Teachers College, Columbia University

Abstract: This paper examines the business impact of executive coaching and attempts to describe how integrating it with structured onboarding programs for new and transitioning leaders can improve employee retention, increase the leader’s time to productivity, and minimize disruptions due to the leadership transition. The literature reviewed includes executive coaching, the results of coaching as a learning intervention, and onboarding. This research highlights the impact of executive coaching and the results achieved with structured onboarding programs.

Keywords: Onboarding, Transitions, Executive Coaching, ROI, Origins, Business Case

Exploring the Role of Executive Coaching as part of Successful Organizational Culture Change Initiatives

Linzy K. Schaller
Osprey Leadership Consulting

Abstract: The focus of this paper is to explore the impact of Executive Coaching on Organizational Culture Change. Content was drawn form previous research, case studies and experts in the field of Executive Coaching, Organizational Culture, and Culture Change. Executive Coaching has proven to be effective and efficient in acting as a catalyst for Organizational Culture Change. Coaching should be viewed as a tool to be integrated into Culture Change initiatives more consistently and systematically.

Keywords: Executive Coaching, Organizational Culture Change, Organizational Culture, Organizational Change

Career Transitions: Opportunities for Career Development and Success

Jorge Tejeda

Abstract: Society and organizations are experiencing rapid change with impact on people and their careers. As such, workers and executives alike make career changes, either voluntary or involuntary. This research paper focuses on how to approach these changes for career development and success. Subjective criteria for success and proactive career planning and adaptability can help. Reflections are made on how coaching can help people on career meaning making (finding a calling) and planning to succeed.

Keywords: Career Transition, Career Development, Career Success

The Impact of Stress on Emotional Intelligence: Effective Coaching Techniques for Building Capability to Handle Ourselves and Relationships when Under Stress

Claire R Thomas
Teachers College, Columbia University, Executive Coaching Program
July 2015

Abstract: This study focuses on the large-scale cognitive processes that underpin Emotional Intelligence (EI), tools for recognizing when stress is impacting thoughts and actions, and strategies for managing effectively in the presence of stress.

Keywords: Emotional Intelligence, Mindfulness, Empathy, Neuroplasticity

The Role of Narrative in Executive and Organizational Coaching

Merritt Tilney

Abstract: Story and narrative are powerful tools in helping people make sense of who they are overall and specifically in their social context. Narrative can be a powerful tool for coaches to better understand clients and provide a platform for client insight and change. In this paper, I look at Narrative Coaching specifically and the use of story more broadly to identify ways this can augment the coaching practice.

Keywords: Narrative, Storytelling, Narrative Coaching, Narrative Therapy, Meaning Making

The Dark Side of Personality – Implications and Applications for Coaching

Audrey M. Wallace
Columbia Coaching Certification Program, Columbia University

Abstract: This paper focuses on the dark side of personality and its role in the coaching engagement. The dark side reflects dysfunctional dispositions that can impede leadership effectiveness. This topic was further explored in the context of using the Hogan Development Survey in the coaching engagement so the coach can apply a systematic approach to uncovering an executive’s dysfunctional dispositions and maladaptive schemas that may lead to derailment. Based on this knowledge several coaching strategies are explored.

Keywords: Derailment, Executive Coaching, Leadership Effectiveness, Hogan Development Survey, Personality

Executive Coaching for Global Leaders and Entrepreneurs:
Primers for an Equal Relationship Towards Learning, Development, and Performance

Theresa Wu
Columbia Business School and Teachers College, Columbia University

Abstract: The focus of this paper is to explore traits of global leaders and entrepreneurs and key primers towards their executive learning, development, and performance in today’s world.

Keywords: Global, Executive, Coaching, Leader, Entrepreneur, Learning, Development, Performance, Return on Investment (ROI), High-Potential, Coaching Engagement, Coach Selection, Global Mindedness, Global Mindset, Meta-view, Role of Advice, Questioning, Story-telling

The Benefits of Coaching for Executives

Airton Zanini

Abstract: As organizations benefit from coaching, so do executives. This paper looks at benefits from the executive’s perspective and groups them into career development, financial compensation, and fulfillment. A specialized form of Executive Coaching, Career Coaching, can be the most effective approach for coaches to help executives take control and manage their careers, with the purpose to attain the benefits mentioned.

Keywords: Executive Coaching, Career Coaching, Career Development, and Emotional Intelligence

  • Apply
  • Request Info