Description Have you ever heard the expression “you can lead a horse to water, but you can’t make it drink?” If so, you may have heard teachers using this expression to describe students who have tremendous intellectual potential but are not motivated to learn. The same is true in coaching for leadership development. As a future coach, you may encounter the most promising leaders who simply are not ready to be coached. You may wonder how you might spot such leaders. One indicator is a lack of motivation to change, but there are countless other indicators as well. While the leaders who do not indicate a readiness to be coached are not necessarily lost causes, they certainly will be less likely to reap the benefits of coaching. In fact, they may possess characteristics that detract from the effectiveness of coaching. On the other hand, you may encounter leaders who are the exact opposite; they are ready to make changes. Participating in coaching may have been their idea, and these leaders may exhibit a strong motivation to change. Such characteristics not only show that they are ready, but these characteristics contribute to, instead of detract from, the effectiveness of coaching for leadership development. As you complete the following Application Assignment, you will consider some of the characteristics that contribute to and detract from coaching for leadership development. As you do so, it is important that you draw upon your knowledge of psychology and individual differences. You must think in terms of both the absence of positive characteristics and an overabundance of negative characteristics in leaders. Either of these situations can detract from coaching effectiveness. For example, conscientiousness is a trait that is positively related to leadership effectiveness, and the absence of this trait can detract from coaching effectiveness. To prepare for this Assignment: Review this week’s Learning Resources and reflect on how leader characteristics might contribute to or detract from the effectiveness of coaching for leadership development. Review the Course Media segment “The Leaders,” with Dr. Gordon Curphy. Consider how to discern the readiness of leaders to engage in coaching. Think about leader characteristics that might contribute to or detract from coaching. Review the course text chapter “Executive Coaching from the Executive’s Perspective.” Pay attention to how leaders might benefit from coaching for leadership development. Review the Course Case Studies provided in the Learning Resources. Think about how the case study clients might benefit from coaching for leadership development. Consider which of the case study clients are ready for coaching, which are not, and why. Identify at least two leader characteristics from any of the clients in the case studies that might contribute to the effectiveness of coaching for leadership development, and consider why. Identify two leadership characteristics from any of the clients in the case studies that might detract from the effectiveness of coaching for leadership development and why. The Assignment (1–2 pages): Explain how the clients in the case studies might benefit from coaching for leadership development. Explain which of the clients are ready for coaching and which are not. Explain why. Describe at least two leader characteristics from any of the clients in the case studies that might contribute to the effectiveness of coaching for leadership development, and explain why. Describe at least two leader characteristics from any of the clients in the case studies that might detract from the effectiveness of coaching for leadership development, and explain why. Learning Resources REQUIRED READINGS Riddle, D. D., Hoole, E. R. & Gullette, E. C. D. (Eds). (2015) The Center for creative leadership handbook for coaching in organizations. San Francisco: Wiley. Part 1, “Toward a Coaching Culture: Creating and Managing a Coaching Program “(pp.1-4) Chapter1, “The Rise of Coaching in Organizations” (pp. 5-28) Bachkirova, T. Spence, G. & Drake, D., (Eds.). (2017). The Sage handbook of coaching. Thousand Oaks, CA: Sage Publications, Inc. Chapter 23, “Coaching for Role Transitions/Career Change” (pp. 419-435)The Sage Handbook of Coaching, by Bachkirova, T. Spence, G. & Drake, D., (Eds.). Copyright 2017 by Sage Publications. Reprinted by permission of Sage Publications via the Copyright Clearance Center. Kilburg, R. R., & Diedrich, R. C. (Eds.). (2007). The wisdom of coaching: Essential papers in consulting psychology for a world of change. Washington, DC: American Psychological Association. “Leadership Dynamics: Character and Character Structure” (pp. 291–302) “Ideas on Fostering Creative Problem Solving in Executive Coaching” (pp. 303–309) “The Alchemy of Coaching: ‘You’re Good, Jennifer, but Could Be Really Good’” (pp. 357–376) “The Reluctant President” (pp. 377–388) “Executive Coaching From the Executive’s Perspective” (pp. 413–425) Rogers, J. (2016). Coaching skills: The definitive guide to being a coach (4th ed.). New York, NY: Open University Press. “Introduction” (pp. 1–4) Chapter 1, “Defining Coaching” (pp. 5–24) “Annex 1: The First Session: A Template” (pp. 290–294) “Annex 2: Coaching by Phone” (pp. 295–298) Best, K. C. (2010). Assessing leadership readiness using developmental personality style: A tool for leadership coaching. International Journal of Evidence Based Coaching and Mentoring, 8(1), 22–33. Hanssmann, E. (2014). Providing safe passage into a larger life: Supporting clients’ transformational change through coaching. International Journal of Evidence Based Coaching and Mentoring, Special Issue 8, 24–38. Stewart, L. J., Palmer, S., Wilkin, H., & Kerrin, M. (2008). The influence of character: Does personality impact coaching success? International Journal of Evidence Based Coaching and Mentoring, 6(1), 32–42. Tamir, L. M., & Finfer, L. A. (2016). Executive coaching: The age factor. Consulting Psychology Journal: Practice and Research, 68(4), 313–325. doi:10.1037/cpb0000069 CASE STUDIES Document: IPSY 6756 Leadership Case Studies (PDF) WEBSITES Center for Credentialing & Education. (n.d.). BCC: Board Certified Coach. Retrieved from http://www.cce-global.org/BCC
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