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The leader as coach

机译：领导教练

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摘要

Purpose - While this paper proposes a methodology, its purpose is not simply to put forward a technique for addressing a problem. Its aim is also to press the question: Why does this "problem" exist? Without addressing this question, one is likely to address the wrong problem, and miss the deeper, long-term solutions. The author proposes that, by developing these (coaching) skills through a one-to-one relationship with an experienced coach, deeper development issues can be addressed. Design/methodology/approach - The article first poses a question, or set of questions, and follows these questions with propositional answers. The article then supports a particular methodology for working with leaders to build coaching capability and builds on a set of five assumptions to justify that methodology. Findings - This article has significant implications for how development of leaders, in their coaching roles, is undertaken. The implications for organisation cultures is significant as we/I. If the presenting problem is not addressed in an in-depth manner, the cultures which led to the problem will merely continue unchanged. Originality/value - The tendency in addressing development issues, even with leaders, is to jump to competence solutions. The author's point of view argues that one needs to look deeper, while providing needed individual development. It also argues that, while there is a competence issue involved, it is first a cultural one.
机译：目的-虽然本文提出了一种方法，但其目的并不只是提出一种解决问题的技术。其目的还在于提出一个问题：为什么这个“问题”存在？如果不解决这个问题，很可能会解决错误的问题，而错过更深远的长期解决方案。作者建议，通过与经验丰富的教练一对一的关系来发展这些（教练）技能，可以解决更深层次的发展问题。设计/方法/方法-本文首先提出一个问题或一组问题，然后在这些问题后面加上命题答案。然后，本文支持与领导者一起建立教练能力的一种特殊方法，并建立在一组五个假设之上，以证明该方法的合理性。调查结果-本文对领导者在其教练角色中的发展方式具有重要意义。组织文化对我们/我而言意义重大。如果不深入解决提出的问题，导致问题的文化只会继续保持不变。独创性/价值-甚至与领导者一起解决发展问题的趋势是跳到能力解决方案。作者的观点认为，在提供所需的个人发展的同时，需要更深入地研究。它还认为，尽管涉及能力问题，但首先是文化问题。

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