Effective Coaching, and the Fallacy of Sustainable Change PDF
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Management for Professionals Arun Kohli Eff ective Coaching, and the Fallacy of Sustainable Change Management for Professionals Moreinformationaboutthisseriesathttp://www.springer.com/series/10101 Arun Kohli Effective Coaching, and the Fallacy of Sustainable Change ArunKohli London,UnitedKingdom ISSN2192-8096 ISSN2192-810X (electronic) ManagementforProfessionals ISBN978-3-319-39734-4 ISBN978-3-319-39735-1 (eBook) DOI10.1007/978-3-319-39735-1 LibraryofCongressControlNumber:2016942572 #SpringerInternationalPublishingSwitzerland2016 Thisworkissubjecttocopyright.AllrightsarereservedbythePublisher,whetherthewholeorpartof the material is concerned, specifically the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfilms or in any other physical way, and transmission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilarmethodologynowknownorhereafterdeveloped. The use of general descriptive names, registered names, trademarks, service marks, etc. in this publicationdoesnotimply,evenintheabsenceofaspecificstatement,thatsuchnamesareexempt fromtherelevantprotectivelawsandregulationsandthereforefreeforgeneraluse. Thepublisher,theauthorsandtheeditorsaresafetoassumethattheadviceandinformationinthis book are believed to be true and accurate at the date of publication. Neither the publisher nor the authors or the editors give a warranty, express or implied, with respect to the material contained hereinorforanyerrorsoromissionsthatmayhavebeenmade. Printedonacid-freepaper ThisSpringerimprintispublishedbySpringerNature TheregisteredcompanyisSpringerInternationalPublishingAGSwitzerland I write this book with a deep sense of gratitude and dedication to the people who have been the strongest inspirations and support for me Gabriele B. Kohli{ 13.04.1965–15.01.1994 My first Coach and beloved wife Anke Kohli My beloved wife and the sunny side of life Mrs Mohini Kohli My mother and the iron pillar of my life Neeru and Ritu Kohli Two strong women and most wonderful sisters without whom I would not have mastered many challenges in India & David Ben Adam and Anna Mohini Kohli My wife’s and my reincarnations with a superior operating system ThiSisaFMBlankPage Foreword by Stefan Rau Coaching and Leadership Youarenotbornaleader.Yourriseonthecareer path is often very fast. The problems of leading teams or individuals are often ignored or underestimated, and potential or rising new leaders are often not sufficiently prepared for their new roles—to both the new leader’s and thecorporation’sdisadvantage. Therequirementsanddemandsofemployees areverydifferentandmoreinvolvedtodaythan theyoncewere.Theconsequencescanbeseenin thecultureofyourcompanywhichreflectsyour styleofleadership!Employeesatisfactionissig- nificantly influenced by your communication throughyourleadershipstyleandalsoyourper- StefanRau sonal behaviour. To lead and inspire employees inamannerthattheyfollowyouisakeytoyoursuccesswithinthecompany—this istrueforallmanagementlevels. Withpersonalcoachingyouaresupportedinpersonaldevelopmentthroughself- reflection;youlearnaboutthedifferencesbetweenyourself-imageandyourpublic image:whatyouthinkofyourselfandwhatothersdo.Withcoachingitiseasierto interpretandtorelatetoemployeereactionstocertainmanagementchallengesand consequently, where necessary, bring about changed behaviours and increased or betterperformance. Formetheprofessional,critical,andhonestfeedbackonmybehaviourwasthe keybenefitandopportunityIgainedfrompersonalcoaching. Itwasalsoimportantformetounderstandthecleardifferencebetweenmanag- ing and leading—for me, personally, it assisted in considering how to lead my reportsandreflectingabouthowtomotivateemployees.Ifoundthatknowingmore thantheirnames...admittingmistakesdoesnotweakenmebutstrengthenstheir respect for me as their leader. Employees value an authentic leader who does not vii viii ForewordbyStefanRau simply copy an off-the-shelf idealistic management style. Coaching has given me the opportunitytodiscover myown leadership style, onmyown terms. Ifound it wasextremelyproductivetogetinsightaboutmyself-hoodandontheeffectIhave onothersthroughanhonestandunbiasedself-reflection,conductedwithmycoach. The outcome was that it led to an improvement in my leadership style, which affectedthosearoundmeinapositiveway. Stefan Rau, coaching client. Managing Director/Geschaeftsfuehrer: Global ProcessPlantsDirector,TIAutomotive(Heidelberg)GmbH.Heidelberg,Germany March2013 Foreword by Juliana Roth The Best Coaches for Successful Intercultural Venues Intercultural coaching is a new subject in the world of international business. Theoreticians may still attribute little importance to it; others mayevenconsiderittobeonlyanewbuzzword ininternationalbusiness.Thereissomeresearch onit,butitisbasedlessonoriginaltheoriesthan onfindingsadoptedfromotherbodiesofknowl- edge,suchassystemtheoryorinterculturaltrain- ingorcompetence.Asaresult,westilllackvalid definitions, methodological guidelines, and acceptedworkformatsforinterculturalcoaching venues. Butinspiteofthisacademicneglect,intercul- tural coaching has firmly established itself as a toolinpersonneldevelopmentandisregardedas amuchneededserviceformanagersinpositions JulianaRoth of leadership. In today’s globalised business, leaders are urged to develop their personality and identity to adapt to quickly varying international contexts. They also have to enhance their personal skills, to include self-reflection, cultural self-awareness, perspective change, and empathy. In my view, the most effective way to gain thesecompetencesisinindividualisedinterculturalcoachingvenues. Intercultural coaching gained popularity thanks to the efforts of the many practising coaches who quickly grasped the importance of the new educational formatandbegantoencloseintheirportfoliosinterculturalissuessuchascultural difference,solution-seeking,orconflictresolutionforinterculturalsituations.Due to the lack of a uniting theory and job profile, the services which intercultural coaches provide can vary a lot. Some rely mainly on the cultural dimension and conducttheirvenuesassimplifiedminiinterculturaltraining,whileothersempha- sise a systemic approach and tend to minimise the importance of cultural ix
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