By Christina A. Douglas
What does a customary training technique seem like? What are the stairs that lead via that approach? This booklet examines those questions and others in a evaluation of the present literature approximately government training. The authors proceed the dialogue with a glance on the subject matters published via their overview and lay the foundation for puzzling over govt training as a technique and courting instead of only a short "fix-it" intervention.
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Because the Kurdish query turns into extra famous in center jap politics, it truly is attracting cognizance from the media, the tutorial group, and governmental and non-governmental companies. Swamped with questions from the click and educational departments, scholars of Kurdish issues have wanted a entire bibliography at the Kurds.
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This booklet offers the argument that well-being has designated ethical significance end result of the drawback one suffers whilst subjected to impairment or disabling obstacles. Christopher A. Riddle asserts that sick well-being and the presence of disabling limitations are human rights concerns and that we require a foundational notion of justice to be able to advertise the rights of individuals with disabilities.
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The third stage of the process is the heart of coaching itself. Typically this includes providing assessment feedback, building self-awareness for making needed behavioral changes, and planning a developmental path. The final stage of the coaching process includes the implementation of the developmental planning and a period of follow-up monitoring and consulting. These four stages encompass the basic elements of the coaching process, but some of the current literature proposes more complex models.
Several authors have described these evolving goals in different ways. Most of the goals revolve around increased competence and self-esteem (Koonce, 1994; Peterson, 1996; Witherspoon & White, 1996). These improved competencies range from an increased ability to handle uncertainty (Altier, 1989) to higher confidence while performing job tasks (Beckhard, 1997) to a better use of work experience in achieving career goals (Hamilton, 1996). Individual executives have their reasons for seeking a coaching relationship, and organizations have expectations as well (Lary, 1997).
203-212). Mahwah, NJ: Lawrence Erlbaum Associates, 264 pages. Using examples, three varieties of executive coaching were described in this book chapter: (1) coaching that helps an executive recognize undesirable behaviors and cultivate existing skills in order to increase effectiveness, (2) “fix-it” coaching that targets a specific behavior that is causing managerial conflict, and (3) simple career-path assessment and guidance. Executive coaching is compared to personal training in that coaches work one-on-one with clients to achieve results.