We live in a world that is volatile, uncertain, complex and ambiguous, in which our work and lives are constantly disrupted and changing. But coaches and leaders are still trained to operate within stable models with a uni-focus on performance. Coaches are starting to question the remit of ‘raising performance’ within existing systems, many of which are outdated, dysfunctional and even toxic. The role of the coach today must evolve to become fit for purpose in challenging times and coaching must re-articulate its values, as the essential compass for navigating turbulent waters. In The Future of Coaching, Hetty Einzig examines the role of coaching and leadership in the twenty-first century, and sets out a compelling vision for its future. Drawing on experience gained over twenty-five years of coaching leaders in the corporate and public sectors, in the UK and globally, she challenges the tenet of coaching neutrality. Rather than simply following the client agenda, she encourages coaches to see themselves as partners in courageous leadership and to work towards building an ethical, holistic and networked coaching approach to help create businesses that serve society and our globalised world. The book asks essential questions of coaches working today: how can leaders and coaches become ‘positive deviants’ and transform the rules of the game within cultures where denial and group-think are rife? How can coaches work with the anxious and depressed, embracing the dark as well as the light? Are coaches prepared for the rise of Millennials, women leaders and those over sixty (the Third Acters)? Einzig challenges the model of the Strong Leader in favour of Respons-able leadership based on authentic strength, distributed power and responsive thinking. And she shows how this vision of a transformed workplace is essential for the transformations society must undertake to reclaim a positive future. This thought provoking collection of essays, designed to be read in any order, is enlightening and inspiring reading for coaches in practice and in training, HR and L&D professionals and for leaders everywhere.
... 165 Thomson , C. , 52 , 59 Thurman , S. K. , 230 Thyer , B. A. , 308 Timberlake , W. , 165 Webster - Stratton , 237 , 251 , 253 , 366 Author Index.
Haberstick, B.C., Lessem, J. M., Hopfer, C. J., Smolen, A., Ehringer, M.A., Timberlake, D., et al. (2005). Monoamine oxidase A (MAOA) and antisocial ...
Some, like the “behavior systems” approach of Timberlake(1994)assume thatbehavior can be explained by a system of interactingmodules thatareeither built ...
However, there is clear evidence that this constant ratio does not always produce reinforcement (Timberlake & Allison, 1974). Second and, as we shall see ...
... 30, 32 Thomae, H., 40 Thompson, L., 23-24 Timberlake, E. M., 16 Tobin, S. S., ... E, 33 Wolfe, S. M., 81 Wolinsky, M. A., 85 Zarit, J., 11, 30, 31, 32, ...
La Crisi Mondiale e Saggi Critici di Marxiano e Socialismo. Bologna, N. Zanichelli. ... TIMBERLAKE (P. H.): 1912. Experimental Parasitism, a Study of the ...
... 143 Tharp, R. G., 80 Thompson, R. H., 250 Timberlake, W., 308,309 Tingey, ... B. W., 70 Ries, B.J., 268 Robins, E.,298 Robinson, S. L., 91,244 Roper, ...
... R.L., McGrath, Joseph E. McKeachie McPhail, Clark Miller, J.G. Mitchell, ... Jerry 469 Taylor 39 Timberlake, William 464 Tolman 72, 140, 142 Tucker, ...
... 247 Fromme, H., 523 Frost, P., 106 Frost, R., 161 Fryer, R., 291 Fuhrer, D., 4 Fukuyama, H., 408 Fulbright, R. K., 486 Fulero, S., 440 Fuligni, A. J., ...
... C. 638 Ernst, D. 704 Ernst, E. 278 Esch, T. 110 Eslinger, P.J. 448 Esposito-Smythers, ... E. 197 Frontera, W. R. 408 Frost, J. 332 Frost, R. 699 Frost, ...