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The Coaching Manager


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Table of Contents

Chapter 1: Whither the Coaching Manager Coaching in an Uncertain World The Coaching Manager Model and Developmental Coaching Coaching and Learning Why Don't More Managers Coach? It's the Relationship That Matters Coaching Isn't the Same as Mentoring The Title of the Book Is The Coaching Manager Chapter 2: The Coaching Manager Model-An Overview Tonia and Ashok Our Reactions to the Case The Coaching Manager Model A Coaching Culture The Coaching Mindset It's the Relationship that Makes it All Possible The Coachee The Opportunity Reflection Feedback Follow Through and the Action Plan As You Experiment With Coaching Chapter 3: The Coaching Mindset The Manager Who Learns to Coach Can Anyone Learn to Coach? The Characteristics of the Coaching Mindset The Coaching Manager Chapter 4: The Coachable "Coachee" The Question of "Coachability" What Do Employees Want From Their Managers? Hallmarks of the Coachable Learner The Problem of Impression Management Barriers to Coaching: What Does an Apparent Lack of Coachability Look Like? Arrogance: The Overestimator An Apparent Lack of Interest in the Job The Impact of Personal Stress Diversity and Coachability A Mismatch Between the Career Stage of the Employee and the Career Stage of the Manager Coachability: Treat Each Employee as an Individual Chapter 5: The Coaching-Friendly Culture and the Coaching Relationship The Coaching Friendly Culture The Values and Practices of the Coaching-Friendly Culture The Coaching Manager and Coachee Relationship The Decision to Trust Building Trust and a Coaching-Friendly Culture at the Team Level The Coaching Relationship in a Diverse World Cultural Intelligence Protecting a Coach-Friendly Culture Over Time Chapter 6: The Opportunity Coaching Managers Focus on Running a Business Not Just Results, Process: How the Work Gets Done The Common Element in All Learning Opportunities The Coachee's View of the Learning Opportunity What Should the Coaching Manager Pay Attention to? Competence Entrepreneurial Learning Strengths or Weaknesses? Opportunities: A Summary Chapter 7: Reflection What Do We Mean By Reflection? Timing Encouraging Reflection Ask Reflective Questions, Listen for Understanding On Learning to Ask Useful Questions Helping the Employee Take Ownership This Takes Time - And it Doesn't Get You There Chapter 8: Feedback Why are Performance Date, Even Observational Data, Suspect? The Real Problem: Our Tendency to Draw Inferences From Selected Data Error and Expectations: What You See Is What You Get Getting the Most From Direct Observation and Related Approaches to Gathering Performance Data The Coachee's Role The Coaching Manager as Observer: Promoting Learning and Performance, From the Sidelines Feedback and Coaching The Benefits of Feedback The Problem With Feedback Making Feedback Useful - A Summary The Basics of Providing Balanced Feedback The Emotional Impact of Feedback Maximizing the Value of That Imperfect Instrument, Feedback Your Development as a Provider of Feedback Chapter 9: Follow Through and Action Planning Planned Development and Action Planning Setting Goals How People Change Unfreezing Change Refreezing Building Commitment for Learning and Change Face-to-face Follow-up and More Conclusions: Goal Setting and Follow Through Chapter 10: Developmental Coaching and Performance Problems Causes of Performance Problems Poor Managers and Poorly Communicated Expectations The Problem of Alignment The Right Person in the Wrong Situation Personal Problems Character Team Problems Organizational Change Addressing Performance Problems: Some Coaching Guidelines Chapter 11: Coaching and Career Development The Changing View of Careers and Career Development Knowing What You Want Developmental Coaching and Career Development Learning Goals and Career Development Who You Know Does Count: Networks, Supporters, and Blockers Using Developmental Coaching to Address Career Concerns and Promote Career Development The Career Story The Final Word, for Now Chapter 12: Coaching and Management Education The Nature of the Problem Transfer of Learning Making the Most of Learning in Management Education Defining the Learning Goal Choosing the Right Program Following Up Management Development Programs and the Coaching Manager Chapter 13: Distance Coaching Trust and the Virtual Team What About Texting? Back to What Coaching is All About Distance Coaching: A Summary of the Key Points Chapter 14: Epilogue Once Again, Technology Changing Demographics The Relationship Between the Manager and the Employee Is Still the Key A Final Word for Our Coaches, Experienced and New

About the Author

Dr. James M. Hunt is an associate professor of management and former Chair of the Management Division at Babson College, in Wellesley, Massachusetts. There he teaches leadership, talent development and creativity. James has consulted to numerous business and health care organizations on the development of an organizational coaching capability, executive coaching, and talent development by managers. His current research is on the relationship between creativity, uncertainty and career development. He co-lead the design of Babson's innovative Talent Management course in the MBA Program and lead the redesign team for Babson's flagship course, Foundations of Management and Entrepreneurship. Formerly, he was faculty co-director of the Babson College Coaching for Leadership and Teamwork Program and a founder and former faculty co-director of the Babson Executive Education Coaching Inside the Organization program, designed for organizational development and human resource professionals. James is coauthor of the book The Coaching Organization: A Strategy for Developing Leaders, a groundbreaking study of best practice companies and coaching, published by Sage (2007). Dr. Hunt graduated from the Massachusetts Institute of Technology with a bachelor's of science degree and received a doctorate in business administration from Boston University Graduate School of Management, where he studied career and leadership development and work/life balance Dr. Joseph R. Weintraub is a professor of management and organizational behavior at Babson College in Wellesley, Massachusetts where he serves as the founder and faculty director of the Babson Coaching for Leadership and Teamwork Program. He is also the faculty director of the Management Consulting Field Experience Program at Babson, an experiential project management program providing consulting services to both the for profit and not-for-profit sectors. Dr. Weintraub is an industrial-organizational psychologist who focuses in the areas of individual and organizational effectiveness including leadership development, coaching, team effectiveness, innovation, and performance management. His work on coaching has received several awards, including the "Management Development Paper of the Year" from the Academy of Management. He is the coauthor of The Coaching Organization: A Strategy for Developing Leaders (Sage, 2007). Dr. Weintraub's work has appeared in a number of publications including the MIT Sloan Management Review, Organizational Effectiveness, The Wall Street Journal, the Journal of Management Education, and The European Financial Review. Dr. Weintraub serves as Faculty Director at Babson Executive Education, where he is the cofounder and codirector of Coaching Inside the Organization, an innovative certification program for internal organizational coaches. In addition to his work at Babson, Dr. Weintraub is also president of Organizational Dimensions, a management consulting and assessment firm based in Wellesley. He spends much of his consulting practice in helping organizations to develop their own coaching managers. He also develops and delivers leadership development programs in a variety of organizations around the world. His clients have included General Electric, Bose, Fidelity Investments, Citizens Bank, EMD Serono, Boston Children's Hospital, Ocean Spray, and T-Mobile. He is also the co-developer of InnoQuotient, a comprehensive survey tool that measures the culture of innovation in organizations. Dr. Weintraub received his B.S. in psychology from the University of Pittsburgh and both his M.A. and Ph.D. degrees in industrial-organizational psychology from Bowling Green State University. He can be contacted at weintraub@babson.edu.


"The second edition takes into account the new challenges and opportunities posed by an increasingly global workforce, new technology, and a persistent and rapid pace of change. The authors have, once again, provided an excellent handbook for any manager who wants to be an effective coach, and any individual who wants to leverage the potential of coaching in varied and commonly encountered situations at work."--Kathy E. Kram, PhD

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