THE COACHING
KALEIDOSCOPE
Insights f r o m the inside
Manfred Kets de Vries
Clinical Professor of Leadership Development and the
Raoul de Vitry d'Avaucourt Chaired Professor of Leadership Development, INSEAD Global Leadership Centre, franee
Laura Guillen
Assistant Professor, European School of Management and Technology, Germany
Konstantin Korotov
Associate Professor, European School of Management and Technology, Germany
Elizabeth Florent-Treacy
Associate Director, Research, INSEAD Global ' Leadership Centre, France
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List of figures and tables x List of contributors xi Preface xvii Acknowledgments xxv Introduction: Holistic Organizational Coaching xxvi Manfred F. R. Kets de Vries and Alicia Cheak
PART ONE: SETTING THE STAGE 1 THE PROOF OF THE PUDDING:
AN INTEGRATIVE, PSYCHODYNAMIC
APPROACH TO EVALUATING A LEADERSHIP
DEVELOPMENT PROGRAM 3
Manfred F. R. Kets de Vries, Elizabeth Florent-Treacy, Laura Guillen, and Konstantin Korotov
THE PROGRAM FRAMEWORK AS A FRAMEWORK
FOR EVALUATION 5 THE EXPECTED OUTCOMES OF THE PROGRAM 6 360-DEGREE INSTRUMENTS AS EVALUATION TOOLS 12 DIRECTIONS FOR FUTURE RESEARCH 16 FINAL THOUGHTS 16
2 BRINGING THE CLINICAL PARADIGM INTO EXECUTIVE EDUCATION PROGRAMS:
FANTASIES, ANXIETIES, AND HOPES 2 0
Konstantin Korotov
EXECUTIVE DEVELOPMENT AND THE CLINICAL PARADIGM 21 TRANSFORMATIONAL EXECUTIVE EDUCATION PROGRAMS 22 CHALLENGES OF BRINGING 360-DEGREE FEEDBACK
INTO EXECUTIVE EDUCATION PROGRAMS 24 CHALLENGES OF BRINGING GROUP LEADERSHIP
CHALLENGES OF INTRODUCING PEER COACHING
TO EXECUTIVE EDUCATION PROGRAMS , 33 THE CHALLENGE OF HAVING THE RIGHT
FACULTY A N D PROGRAM DIRECTORS 35
ARE YOU FEELING MAD, BAD, SAD,
OR GLAD? 38
Manfred F. R. Kets de Vries
A PUZZLING TALE 38 PROJECTIVE IDENTIFICATION 41 "GOOD ENOUGH" PARENTING A N D CONTAINMENT:
THE ORIGINS OF SUBLIMINAL COMMUNICATION 42 SUBLIMINAL COMMUNICATION 43 TRANSFERENCE 44 COUNTERTRANSFERENCE 46 THE ACTION TRAP: "I ACT, THEREFORE I A M " 47 ALIGNMENT 50
PART TWO: CREATING REFLECTIVE PRACTITIONERS
4 CASE STUDIES OF SELF-AWARENESS
AND CHANGE 59
Elizabeth FlorentpTreacy
INSIDE THE IDENTITY LABORATORY 60 THE RESEARCH SETTING 61 THE CCC PROGRAM DESIGN . 61 PARTICIPANTS' STORIES 63 WHY USE WRITTEN TEXTS? 63 THE REITERATIVE RESEARCH PROCESS: IDENTIFYING
ORGANIZING THEMES A N D RED THREADS 65 THE LAB REPORT 67 CONCLUSION: WHAT ARE THE SURPRISES? 68
5 SOMETHING FROM NOTHING: THE USE OF
TRANSITIONAL SPACE AND HOW GROUP
COACHING CHANGES PEOPLE ' 71
Graham Ward
VARIABILITY 73 TRANSITIONAL SPACE 73 CREATING TRANSITIONAL SPACE: DYNAMIC
ADMINISTRATION IN THE LDP PROCESS 75 EXECUTIVES AT PLAY IN TRANSITIONAL SPACE 76 LIFTING THE LID: FIRST STAGES OF TRANSITIONAL SPACE 77 THE INNER THEATER REVEALED 78 STORYTELLING 79
CHALLENGING CONVERSATIONS IN TRANSITIONAL SPACE 80 INTO ACTION: SHATTERING THE SPACE , 81 THE PITFALLS OF TRANSITIONAL SPACE 1 82 BACK TO REALITY: MANAGING REENTRY 83 CONCLUSION 84
6 A COACH TELLS A STORY OF CHANGE 86
Vincent H. Domini
STEPHANIE'S |OURNEY OF SELF-DISCOVERY 86 THE POWER OF VICARIOUS LEARNING 88 TOWARD A MORE AUTHENTIC IDENTITY 94 CONCLUSION 100
7 360-DEGREE GROUP COACHING FROM
THE INSIDE OUT 102
Murray Palevsky
THE PREPARATORY PHASE 102 THE GROUP COACHING SESSION 104 ALEXANDRE'S PRESENTATION TO THE GROUP 105 JENNIFER'S PRESENTATION TO THE GROUP 107 MY PRESENTATION TO THE GROUP 109 THE AFTERMATH 111 SOME INSIGHTS ABOUT THE GROUP COACHING EXPERIENCE 11 3 THE ELEMENTS OF EFFECTIVE GROUP COACHING 114 CONCLUSION 115
8 IS THERE ANYBODY IN THERE? 118
Francesc Granja
THE FIRST SYMPTOMS 118 RAILROAD OF HOPE , 120 DESTINATION: NEVERLAND . 125
9 BECOMING A BETTER COACH: A STORY OF
TRANSITION 129
Andreas Bernhardt and Konstantin Korotov
A LEADERSHIP COACHING INTERVENTION WITH
RICARDO—A TRIGGER 129 EXPLORING PERSONAL DEVELOPMENT OPPORTUNITIES 1 33 ENTERING TRANSITIONAL SPACE 1 35 THE FIRST TIPPING POINT 1 37 LEARNING TO USE TRANSITIONAL SPACE 138 LEADERSHIP GROUP COACHING: EXAMINING PAST A N D CURRENT
IDENTITIES A N D EXPERIENCING THE SECOND TIPPING POINT 140 STEPPING OUT: INTERNALIZING TRANSITIONAL SPACE 144 FROM ANDREAS'S STORY TO THE ISSUE OF COACHES'
PART THREE: CREATING BETTER PLACES TO WORK
10 : IMAGINING BETTER PLACES TO WORK:
INDIVIDUAL-ORGANIZATIONAL INTERFACES
AND COACHING PRACTICES 151
Laura Guillen
INGREDIENTS FOR CREATING BETTER PLACES TO WORK 152 COACHING PRACTICES: INSTILLING HOPE A N D TRUST IN
THE ORGANIZATION 155 THE CASE OF THE NAVARRA A N D ZARAGOZA CHAMBERS
OF COMMERCE 158 FURTHER REFLECTIONS 165 CONCLUSION 166
11 COACHING TEAMS FOR SUSTAINED,
DESIRED CHANGE 168
Richard E. Boyatzis
INTRODUCTION 168 EMOTIONAL ATTRACTORS 168 TEAM DEVELOPMENT AS INTENTIONAL CHANGE:
A COACHING GUIDE 169 THE FIVE INSIGHTS OF INTENTIONAL CHANGE THEORY 1 71 MULTIPLE LEVELS OF RESONANT LEADERS/COACHES 174 EMOTIONAL A N D SOCIAL INTELLIGENCE:
A COACHING CHALLENGE 1 75 COACHING FOR TEAM DEVELOPMENT 1 76 CONCLUSION 178
12 CONNECTING THE SCIENCE OF MANAGEMENT
SYSTEMS WITH THE CLINICAL PARADIGM 181
Christoph Loch
THE MANAGEMENT SYSTEMS VIEW 182 THE MANAGEMENT SYSTEM VIEW: ROLES, NOT INDIVIDUALS 185 INTEGRATING THE CLINICAL APPROACH A N D THE
MANAGEMENT SYSTEMS VIEW 189 THREE APPLICATIONS OF THE CLINICAL APPROACH
IN MANAGEMENT SYSTEMS 191 FINAL THOUGHTS: INTEGRATION 194
13 FAILURE IN FAMILY BUSINESS COACHING 198
Randel S. Carlock and Elizabeth Florent-treacy
FAMILY BUSINESS COACHING: WHAT IS FAILURE A N D
WHAT IS SUCCESS? 199 THE COACH'S EXPERIENCE OF FAILURE 203 A FAMILY BUSINESS COACHING FAILURE? 205
ALBERTSON'S COACHING AUTOPSY 211 LEARNING FROM FAILURE . 213
14 COACHING FOR WORK-LIFE BALANCE 217
Katty Marmenout
WORK-LIFE BALANCE REDEFINED 218 JUGGLING WITH MULTIPLE ROLES A N D IDENTITIES 218 COMPETING DEMANDS A N D COPING STRATEGIES 220 FEELING IMBALANCED 222 SELF-LEADERSHIP 223 ENERGY MANAGEMENT 226 CONCLUDING THOUGHTS 227
15 CULTURAL DIVERSITY IN GLOBAL
LEADERSHIP—GROUP EXECUTIVE
COACHING IN ASIA 228
jacki Nicholas and Katherine Twaddell
GLOBAL OVERVIEW OF GROUP EXECUTIVE COACHING 228 DIVERSITY VERSUS HOMOGENEITY 230 THE IMPACT OF DIVERSITY A N D HOMOGENEITY IN GEC 231 SETTING THE STAGE WITH A DIVERSE COACHING GROUP 233 HOW CULTURAL DIVERSITY PLAYS OUT IN GROUP
EXECUTIVE COACHING 234 ADVANTAGES OF CULTURAL DIVERSITY 234 DISADVANTAGES OF CULTURAL DIVERSITY 235 CULTURAL DIVERSITY IN 360-DEGREE FEEDBACK 237 OBSERVATIONS FROM THE FIELD IN ASIA 239 EVALUATING GEC EFFECTIVENESS 241 CONCLUSION 242
CONCLUSION: TURNING THE COACHING
KALEIDOSCOPE 245
Manfred F. R. Kets de Vries, Elizabeth Florent-Treacy, Konstantin Korotov, and Laura Guillen
BRINGING THE INDIVIDUAL BACK INTO
THE ORGANIZATION <• 246 DEVELOPING PEOPLE W H O DEVELOP PEOPLE 248 AUTHENTIC COACHING FOR AUTHENTIZOTIC ORGANIZATIONS 250
