By Gina Hernez-Broome
For someone who coaches leaders, this ebook addresses the main serious matters impacting the way forward for management training as an organizational improvement initiative. it truly is geared up round a management training Framework that employs a platforms method of body the myriad concerns. as well as the introductory bankruptcy that offers an outline of the e-book, the 16 contributed chapters are grouped into 3 sections with the ultimate bankruptcy delivering a overview of the main topics within the quantity with a dialogue integrating the worldwide discussions and destiny instructions for management coaching.Content:
Chapter 1 Activating the lively parts of management training (pages 1–29): Sandra L. Davis and D. Douglas McKenna
Chapter 2 The trainer: prepared, regular, pass! (pages 31–45): Brian O. Underhill
Chapter three studying to educate Leaders (pages 47–81): Robert J. Lee and Michael H. Frisch
Chapter four reliable to nice training: Accelerating the adventure (pages 83–102): David B. Peterson
Chapter five the buyer: who's Your Coachee and Why Does It topic? (pages 103–122): Anna Marie Valerio and Jennifer J. Deal
Chapter 6 Maximizing impression: growing winning Partnerships among Coaches and businesses (pages 123–147): Erica Desrosiers and David H. Oliver
Chapter 7 construction the training Alliance: Illuminating the Phenomenon of courting in training (pages 149–176): Travis Kemp
Chapter eight training courses: relocating past the One?on?One (pages 177–203): Lorraine Stomski, Janis Ward and Mariangela Battista
Chapter nine Ethics in training (pages 205–227): Jonathan Passmore and Lance Mortimer
Chapter 10 instruments and methods: what is on your Toolbox? (pages 229–283): Ann M. Herd and Joyce E. A. Russell
Chapter eleven E?Coaching: settle for it, it truly is right here, and it really is Evolving! (pages 285–315): Lisa A. Boyce and David Clutterbuck
Chapter 12 comparing the Effectiveness of training: a spotlight on Stakeholders, standards, and information assortment equipment (pages 317–349): Katherine Ely and Stephen J. Zaccaro
Chapter thirteen comparing the ROI of training: Telling a narrative, not only generating a bunch (pages 351–368): Merrill C. Anderson
Chapter 14 The training impression Study™: A Case examine in winning review (pages 369–400): Derek Steinbrenner and Barry Schlosser
Chapter 15 What consumers wish: training in Organizational Context (pages 401–430): Douglas Riddle and Natalie Pothier
Chapter sixteen New instructions: standpoint on present and destiny management training matters (pages 431–453): Paul Tesluk and Jeffrey Kudisch
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Additional info for Advancing Executive Coaching: Setting the Course for Successful Leadership Coaching
He is on the adjunct faculty at New School University and is a senior fellow with the Zicklin School of Business, Baruch College, CUNY. Bob is coauthor of Discovering the Leader in You and of Executive Coaching: A Guide for the HR Professional. He is a fellow of the Society for Industrial and Organizational Psychology, and he received the Distinguished Psychologist in Management award in 2008 from the Society of Psychologists in Management. His PhD is in industrial/organizational psychology from Case Western Reserve University.
The social psychology of organizations. New York: Wiley. Kilburg, R. R. (1996). Toward a conceptual understanding and deﬁnition of executive coaching. Consulting Psychology Journal: Practice and Research, 48, 134–144. Kilburg, R. , & Diedrich, R. C. (2007). The wisdom of coaching: Essential papers in consulting psychology for a world of change. Washington, DC: American Psychological Association. Kirkpatrick, D. L. (1994). Evaluating training programs: The four levels. San Francisco: Berrett-Koehler.
While there are Introduction lvii overlapping needs, each stakeholder also has different interests. Therefore, broad issues to consider include not only what outcomes need to be assessed but at what phases of the coaching engagement, with what measurement tools and techniques, and from whom? What is the feasibility for collecting particular types of outcome data? What evaluation methodologies can be developed to be more acceptable and user friendly for clients and organizations? What can be realistically expected in term of the outcomes that leadership coaching can impact?