The purpose of this book is to introduce the concept of transformational coaching and to educate professional business coaches or mangers-as-coaches in their organizations on the influential and relevant elements of Transformational Coaching for Effective Leadership designed for coaching individuals, teams, and businesses or applying such elements in any level of organization development intervention, either toward individuals, teams, groups, departments, or the organization itself.
Given the power and long-lasting influence of transformational coaching, it also could be beneficial to professionals in the fields of human resource development (HRD), workplace learning and performance (WLP), human performance enhancement (HPE), and, overall, in the domain of workforce education and development (WFED).
This book will start by reviewing the background and presence of transformational coaching in businesses and organizations, along with the general concepts, perceptions, and understanding of coaching. _ is book will examine the uses of transformational coaching in management and leadership development, human resource development for talent development and retention, and for developing managerial coaching skills and competencies. Additionally, this book will review the presence and use of transformational coaching concepts, theories, and practices, including transformational learning for human resources (HR) and HRD professionals to influence a workforce’s attitude, behavior, and productivity.
Features
Builds individuals’ self-awareness, self-realization, and self-confidence
Offers personal and professional development
Teaches the concept of transformational learning and its use in transformational coaching
Teaches rituals, skills, and strategies for individuals and teams to increase their productivity
Offers an approach to building healthy and strong relationships with oneself and others
Includes change management strategies for redirecting poor job performance
Helps readers implement effective transformational coaching practices by offering many tools, such as forms, checklists, and worksheets
Author(s): Behnam Bakhshandeh, William J. Rothwell, Sohel M. Imroz, Farhan Sadique
Publisher: Routledge/Productivity Press
Year: 2023
Language: English
Pages: 448
City: New York
Cover
Half Title
Title
Copyright
Dedication
Contents
Preface
Acknowledgments
Advance Organizer
About the Authors
PART I PRESENCE OF TRANSFORMATIONAL COACHING, CONCEPT AND HISTORY
1 The World of Transformation
Overview
Some Definitions and Descriptions for Transformation
Transformation
A Scientific Definition for Transformation
A Common Metaphor for Transformation
Personal Transformation
Essentials for Personal Transformation
Different Takes on Transformation
Philosophy and Transformation
Transformation and Individual Experiences
Psychology and Transformation
Remove What Is Not You
Redirecting Emotions and Feelings
Sociology and Transformation
Transformation and Its Impact on Society
Ontology & Transformation
Who We Are Being Impacting How and What We Are Doing
Being as a State of Mind
Knowing Where We Are Emotionally
Mindfulness & Transformation
Having Purpose and Directions
Transformation and Productivity
Something to Consider
Key Takeaways
Discussion Points and Coaching Questions
References
2 Transformational Coaching Concept, History, Principles, and Use
Overview
What Is Transformational Coaching?
Transformation Coaching for Change
History and Background of Transformational Coaching
The Focus and Methodologies
Central Principle
The Fundamentals and Notions
The Core Values and Principles
The Foundation for Coach, Client and Participants Collaboration
Who Is the Client?
Who Are the Participants?.
Who Is the Coach?
Potential Use of Transformational Coaching in OD Interventions.
Some Definitions and Descriptions of OD Terminologies
Organization Development
Change Intervention
Individual Intervention
Group and Team Intervention
Organizational Intervention
Change Agent
Transformational Change in OD
Transactional Coaching Versus Transformational Coaching
Transactional Coaching
Transformational Coaching
Four Levels of Inquiry and Engagement
Transformational Coaches’ Strengths, Skills, and Competencies
Compassion
Patience
Creating Safe Space
Challenging
Keen Listening
Deep Observation
Personal Responsibility
Reality versus Interpretations
Constructive Feedback
Core Practical Skills for Processing the Transformational Coaching
Building Awareness
Building Commitment
Build Practices
How Transformational Coaching Is Distinct from Life Coaching
Key Takeaways
Discussion Points and Coaching Questions
References
3 Transformational Learning in Transformational Coaching
Overview
Jack Mezirow’s Transformative Learning Theory
Phases of Transformational Learning
Summarizing Transformational Learning Phases
Benefits and Disadvantages of Transformational Learning
Application of Transformational Learning in Leadership Development
Transformational Learning Examples
How to Use Transformational Learning in Transformational Coaching
Transformational Learning Practices
The Roles of a Transformational Coach
The Roles of a Learner
Key Takeaways
Discussion Points and Coaching Questions
References.
Part II Application of Transformational Coaching in Elements of OD
4 Transformational Coaching and Organization Development
Overview
What Is Transformational Change?
How Does Transformational Change Relate to Transformational Coaching?
How Does Transformational Change Relate to OD?
The Action Research Model
The Appreciative Inquiry Model
How Transformational Change Relates to OD
How OD Relates to Transformational Coaching
How Transformational Coaching Is Applied in OD
How Transformational Coaching Is Applied without OD
Key Takeaways
List of Discussion Questions
References
5 Transformational Coaching and High Performance
Overview
Defining Performance
Performance Means Results
Performance Means Behaviors
Performance Can Mean Outcomes as Well as Outputs
Performance May Include Alignment with Values and/or Ethical Requirements
Individual, Team, Organizational, and Other Performance Perspectives
Organizational Performance Includes a Balanced Scorecard
Performance Can Have a Cultural Dimension
Defining High Performance
Describing the High Performance Workplace (HPW)
Ways to Identify Characteristics of the HPW
The Role Transformational Coaching Plays in Achieving High Performance
How Transformational Coaching Relates to Performance Management
How Transformational Coaching Relates to Performance Enhancement and Improvement
Applying Performance Improvement When Other People Request Help
Applying Performance Improvement When Nobody Requests Help
How Does Transformational Coaching Relate to Performance Improvement
Key Takeaways
Discussion Points and Coaching Questions
References
6 Transformational Coaching and Talent Development
Overview
What Is Meant by Transformational Coaching and Talent Development?
Why Is the Term Talent So Important?
Establishing Measurable Goals
Questions to Consider in Establishing Measurable Talent Development Goals
Who Carries Out Transformational Coaching and Talent Development?
How Are Roles Clarified?
Questions to Consider in Establishing Talent Development Roles
Establishing Accountabilities
How Can Managers Be Held Accountable?
Questions to Consider in Establishing Talent Development Accountabilities
When and Where Is Transformational Coaching Used in Talent Development?
How Is Transformational Coaching Carried Out to Contribute to Talent Development?
The Coach-Coachee Relationship
Problem Identification and Goal Setting
Problem Solving
Transformational Process
Mechanisms by Which the Model Achieves Outcomes
In Summary, Why Is Transformational Coaching Important for Talent Development?
Key Takeaways
Discussion Points and Coaching Questions
References.
Part III Transformational Coaching Theories, Methodologies, and Transformational Coaches
7 Contributions to Implementation of Transformational Coaching
Overview
Transformation Theory
Cognitive Transformational Theory
Transformational Leadership Theory
Transactional Leaders
Transformational Leaders
Conscious and Competence Theory
Howell’s Four Stages to Learning
Transtheoretical Model of Behavioral Change
Processes of the Transtheoretical Model of Change
Ontological Approach to Transformational Coaching
Observing
Emotions and Moods
Language (Listening and Speaking)
Body and Physicality
Way of Being
Behavior
Difference between Feelings and Emotions
Educational Theories and Approach
Dewey’s Change Theory
Adult Learning Theory
Experiential Learning
Kolb’s Experiential Learning Theory
Learning Styles
Visual Learners
Auditory Learners
Kinesthetic Learners
Activists
Reflectors
Theorists
Pragmatists
Immunity to Change
Applied Behavioral Science
Cognitive Behavioral Theories
Cognitive Therapy
Cognitive Behavioral Therapy
Alter Thinking Using Cognitive Behavioral Therapy
Key Distinctions between Cognitive Therapy and Cognitive Behavioral Therapy
The Iceberg Metaphor
Psychological Theories and Approach
Positive Psychology
Five Aspects of Seligman’s PERMA Model
Humanistic Psychology
Psychosynthesis
Existential Therapy
Gestalt Therapy
Awareness Integration Model
Emotional Intelligence
Management Theories and Models
Process Consultation
Managing Transitions
Theory X and Theory Y
Theory X
Theory Y
Force Field Theory
Unfreeze the Current State
Implement the Change
Refreeze the Desired State
Client-Centered Approach
Nonviolent Communication
Key Takeaways
Discussion Points and Coaching Questions
References
8 Transformational Coaching Integration Model
Overview
What Is a Coaching Model?
Advantages of Following a Model in the Coaching Process
Transformational Coaching Integration Model
Presence of Transformation
Presence
Transformational Presence
Use of Transformational Presence
Ontological Inquiries and Approach to Coaching
Ontological Approaches
Ontological Coaching
The Pattern of Discussions
Being and Doing
Impact of Who We Are Being on What We Are Doing and Quality of Life
Quality of Life, Experience, and Presence
Benefits of Ontological Approach to Coaching
Ontological Approach to Transformational Coaching Questions
Positive Psychology Coaching
What Is Positive Psychology?
Background of Positive Psychology
The Implication of “Positive” in Positive Psychology
Foundation of Positive Psychology Coaching
One: Concept of Happiness and Positivity
Two: Individuals’ Character Strengths
Positive Thinking versus Positive Psychology
Benefits of Positive Psychology
Examples of Positive Psychology Coaching Questions
Emotional Intelligence Coaching
Background of Emotional Intelligence
Levels of Emotional Intelligence
Low Emotional Intelligence
High Emotional Intelligence
Four Cornerstones of Emotional Intelligence in Leadership
Self-Awareness
Self-Regulation
Social Awareness
Relationship Management
Appreciative Inquiry and Appreciative Coaching
History and Background
Stages of Appreciative Inquiry and Coaching
The Primary Principles of Appreciative Coaching
The Constructionist Principle
The Positive Principle
The Poetic Principle
The Simultaneity Principle
The Anticipatory Principle
Selection of the Topic and Language of Appreciative Coaching
Practical Model for the Appreciative Inquiry Process
Establish Rapport and Build Trust
Assist the Participants in Identifying the Main Issues in Their Way
Empower Participants to Envision Their Preferred Future
Encourage Participants’ Engagement with the Design
Assist the Participants in Designing the Action Plan for Realizing the Vision
Benefits of Appreciative Inquiry Coaching
Questions for Conducting Appreciative Inquiry Coaching
Strengths-Based Coaching
History and Background
Strength Roles
Strengths-Based Coaching Process
Benefits of Strengths-Based Coaching
Questions for Conducting Strength-Based Coaching
Key Takeaways
Discussion Points and Coaching Questions
References.
9 Transformational Coaching Methodologies
Overview
Overview of Transformational Coaching Methodologies
What a Transformational Coach Has to Offer
How a Transformational Coach Makes a Difference
Transformational Leadership Framework
The CLEAR Method
Transformational Leadership Model
Challenge
Inspire
Influence
Motivate
Characteristics of a Transformational Coach
Consciousness and Mindfulness Development of Transformational Leaders
Tool to Understand Transformational Leadership Principles
Key Takeaways
Discussion Points and Coaching Questions
References.
10 Transformational Coach
Overview
Mindset and Principles
Knowledge of Scientific Studies and Techniques
Skills and Competencies
Coaching Presence
Coaching Agility
Diversity, Equity, and Inclusion (DEI)
Coaching Assessment
Key Takeaways
Discussion Points and Coaching Questions
References
Part IV Transformational Coaching Structure, Communication and Effectiveness
11 Workable Structure for Transformational Coaching
Overview
Transformational Coaching Foundation
Talking about Issues or Talking for Breakthroughs
Influence of Our Words on Our Experience
Coaching Conversations: Focused Dialogues
Transformational Coaching Engagement
Changing Thinking Patterns
Transformational Coaching Sequence
Rapport, Relatedness, and Relationship for Workability
What Is Rapport?
What Is Relatedness?
What Is a Relationship?
The Gear Wheels of Coaching Workability
Respect
Trust
Context of Relationship
Authenticity: An Expression of Integrity, Responsibility, and Accountability
Integrity
Responsibility
Accountability
Authenticity
The Flip Side of Authenticity Is Pretense
Honesty
Key Takeaways
List of Discussion Questions
References.
12 Effective Communication and Active Listening Caused by Transformational Coaching
Overview
Inner Chatter; a Barrier to Transformation and Effectiveness
The Language of Communication
Be Aware and Block the Unproductive Inner Chatter
The Ways Out of Chaotic Inner Chatter
Effective Communication through a Transformed Mind
Active Listening through a Transformed Mind and Mindfulness
The Way for Effective and Mindful Listening
Critical Listening
Reflective Listening
Passive Listening
Active Listening
The Layers of Becoming a Mindful Listener
Advantages of Practicing Mindful, Active Listening
Fundamental Practices of Mindful Active Listening
Rephrasing
Paralanguage
Paralleling
Applying Silence
Responding to Emotions
How Good Are Your Active Listening Behaviors?
Filters on the Way of Our Active Listening
Barriers to Efficient and Effective Communication
Barriers to Communication Efficiency and Effectiveness
Reviewing Elements of Effective Communication
Communication Plan, Communication Charter, and Communication Channel
Communication Plan
Communication Charter
Communication Channel
Communication Skills for Managers and Leadership Positions
Key Takeaways
List of Discussion Questions
References.
13 Personal Effectiveness
Overview
Transforming Our Relationship to Ourselves, Others, and Productivity
How Do We See and Relate to Ourselves?
Enough—Not Enough
Good—Bad
Worthy—Not Worthy
Beautiful—Ugly
Smart—Dumb
Disciplined—Lazy
How Do You See and Relate to Others?
Enough—Not Enough
With Me—Against Me
Worthy—Not Worthy
Reliable—Sloppy
Trustworthy—Crafty
Generous—Selfish
Safe—Not Safe
How Do You View Working in General?
Hard—Easy
Hopeful—Resigned
Happy—Unfulfilled
Appreciated—Not Acknowledged
Productive—Getting By
Love To—Have To
Passionate—Just a Job
How Do You See the World Around You?
Safe—Dangerous
Responsible—“It’s Not My Fault”
Full of Joy—“Have to Make It”
Contribution—“They Owe Me”
“I Love What I Have”—“It Is Not Fair”
Accountable—“They Don’t Know My Sorrow”
Opportunity—Resignation
We Have a Choice
Opinion or Possibilities for Opportunity
Opinion
Red Flags of Opinion
Possibilities for Opportunities
Evidence of Playing for Opportunity
The Domain of Opportunity versus Domain of Despair
Inventing New Empowering Practices for New Opportunities
Key Takeaways
List of Discussion Questions
References
Part V Developing Emotional Intelligence, Assertiveness, Resilience, and Power of Inquiry for Shifting Paradigms in Leadership
14 Emotional Intelligence Competencies and Effective Leadership Paradigm
Overview
What Is a Paradigm?
What Is a Paradigm Shift?
Emotional Intelligence and Paradigm Shift
Presence of Emotional Intelligence in Organizations
Is EI Nature or Nurture?
Emotional Intelligence Leadership
Self-Awareness
Emotional Awareness
Self-Control
Self-Assessment
Intrapersonal Skills
Self-Regulation
Emotional Balance
Adaptability
Positivity
Accountability
Social Awareness
Empathy
Compassion
Diversity Awareness
Active Listening
Relationship Management
Positive Influence
Trust Building
Communication
Interpersonal Skills
EI Self-Examination and Self-Evaluation
Key Takeaways
List of Discussion Questions
References.
15 Developing Assertiveness and Resilience
Overview
What Is Assertiveness and Assertive Behavior?
Characteristics of Assertive Individuals
High Self-Confidence
Respect for Other People’s Opinions
Ability to Validate Feelings of Others
Being Good Listeners
Understanding Passive, Assertive, and Aggressive Communication Styles and Behaviors
Developing Assertiveness through Transformational Coaching
What Is Resilience?
Understanding Different Types of Resilience
Developing Resilience through Transformational Coaching
Identifying Strengths and Weaknesses
Enhancing Positive Emotions
Developing Hope
Coaching for Optimism
Key Takeaways
List of Discussion Questions
References.
16 Opening Powerful Inquiries
Overview
Asking Empowering Questions
Use Open-Ended Questions
Avoid Asking Leading Questions
Coercive Leading Questions
Avoid Asking Defensive or Judgmental Questions
Characteristics of Empowering Questions
Examples of Empowering Questions
Turning Inquiries into an Action Plan
Action Plan Quality Checklist
Key Takeaways
List of Discussion Questions
References
Part VI Assessment, Feedback, and Self-Evaluation
17 Assessment and Feedback
Overview
What Is Meant by Assessment and Feedback?
Why Are Assessment and Feedback So Important?
Who Carries Out Assessment and Feedback in Transformational Coaching?
When and Where Are Assessment and Feedback Carried Out in the Transformational Coaching Process?
First-Order Assessment and Feedback
Second-Order Assessment and Feedback
Third-Order Assessment and Feedback
Fourth-Order Assessment and Feedback
How Can the Steps of Assessment and Feedback Be Described?
What Are Different Types of Assessments?
Diagnostic Assessments
Formative Assessments
Summative Assessments
Ipsative Assessments
Confirmative Assessments
Norm-Referenced Assessments
Criterion-Referenced Assessments
What Are Different Forms of Feedback?
Diagnostic Feedback
Formative Feedback
Summative Feedback
Ipsative Feedback
Confirmative Feedback
Norm-Referenced Feedback
Criterion-Referenced Feedback
Key Takeaways
Discussion Points and Coaching Questions
References
18 How to Use What You Learned
Overview
How to Use What I Learned
Where and with Whom to Use What I Learned
Transformation for Effective Leadership
Vision-Based Foundation
Value-Based Leadership
Emotional Maturity
Positive Mental Strengths
Mindful Connection
Strength-Based Development
Key Takeaways
List of Discussion Questions
References
19 Transformational Coaches’ Self-Reflection and Self-Evaluation through Self-Rating
Overview
What Are Self-Reflection and Self-Evaluation?
Self-Reflection
Self-Evaluation
The Primary Purpose of Self-Evaluation
Requirements for Self-Evaluation
How Effective Am I as a Transformational Coach?
Organizations’ Environment Related to Coaching
Conversations about Effective Leadership
Organization’s Culture
Transformational Coach Evaluating of Oneself
Emotional Intelligence
Leadership Qualities
Establishing Rapport
Transformational Coaches’ Disciplines
Coaches’ Skills and Competencies
Evaluating the Coaching Process
Common Sequence of Transformational Coaching Structure
Elements of Coaching Processes
Key Takeaways
List of Discussion Questions
References
Appendix A
Index
