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0:00
Welcome to my talk.
Hello, I'm Konstantin
Korotov, and I'm
Associate Professor and
Director of the Center
for Leadership Development
Research at ESMT,
European School of Management and
Technology in Berlin, Germany.
I'm going to talk today
about the use of coaching
in leadership development.
0:18
What is coaching?
Before we talk about using
coaching in leadership development,
it would be helpful to define
what coaching, in general, is.
And I'm using here a definition
from Richard Kilburg, who says,
that coaching is "a helping
relationship formed
between a client who has managerial
authority and responsibility
in an organization, and
a consultant, who uses
a variety of behavioral
techniques and methods
to assist the client to achieve a
mutually identified set of goals,
to improve his or her
professional performance
and personal satisfaction,
and subsequently, to improve
the effectiveness of the
client's organization
within a formally defined
coaching agreement."
In a nutshell, coaching is about a
discussion, a meaningful discussion
between a trained professional
and a manager who is
trying to do his or her job better.
1:10
Coaching has been increasingly
used in leadership development.
Often, it is used as a
stand-alone intervention,
and sometimes it accompanies other
forms of leadership development.
For example, a company might
engage in training courses,
outdoor activities, some
indoor exercises, readings,
work with psychological instruments,
traditional classroom trainings,
and all those activities
might be supplemented by individual
or group work in a coaching format.
