By K. Wasylyshyn
ISBN-10: 1137437677
ISBN-13: 9781137437679
ISBN-10: 1349470848
ISBN-13: 9781349470846
In a box that is crowded with how-to training books and educational tomes on organization/leadership habit, Destined to guide breaks clear of the group with its specificity and candor on how actual situations opened up within the fingers in a single of the world's most useful pioneers of government training.
Read or Download Destined to Lead: Executive Coaching and Lessons for Leadership Development PDF
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Destined to Lead: Executive Coaching and Lessons for Leadership Development
In a box that is crowded with how-to training books and educational tomes on organization/leadership habit, Destined to guide breaks clear of the gang with its specificity and candor on how genuine instances opened up within the palms in a single of the world's most dear pioneers of govt training.
Extra resources for Destined to Lead: Executive Coaching and Lessons for Leadership Development
Sample text
Others in the company and another external consultant had “failed” to coach Ted, the brilliant scientist. The more he described Ted, the warier I became because I heard little regarding his intention to evolve as a leader. I didn’t want to raise an expectation upon which I could not deliver. Nor did I want to waste the company’s money or tarnish the reputation of executive coaching as a valuable development resource. Not to damage my relationship with the HR professional, I agreed to have a “no commitment” introductory meeting with Ted.
Inevitably, conflicts arose but given the coaching I already had, I was able to remain steady, calm, and effective in these leadership roles. I was given many kudos for holding my boss’s and my colleague’s organizations together and, after a year, I received a significant promotion. I also received a major role in the wake of a merger with another global entity. Shortly thereafter, I was recruited to become President of R&D of another global pharmaceutical company. While this job was a real stretch with a much larger operating budget than the comparable role at my company, I felt coaching had helped prepare me for a job of this magnitude.
The third area was not identified in the coaching agenda-setting meeting, but it connected to what I had learned from his life history. The majority of people in the sample described Ted as an obsessive-compulsive workaholic whose sense of identity was completely dependent upon his work-related accomplishments. In tandem with this, he was seen as inexplicably insecure and in need of frequent recognition and affirmation. Distillation of Coaching Areas After merging Ted’s organization-based data with input from his boss and HR partner, we settled on two areas for the coaching phase.