| Transactional Coaching |
Transformational Coaching |
Characteristics:
- Focuses on current
- Emphasizes personal change
- Person-centered
- Works with individual
- Offers models of effective behavior
- Cognitive/behavioral
orientation
- Change happens through cognitive learning
and action
- Works with what is readily apparent
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Characteristics: - Focuses on current and long term
- Emphasizes leadership growth
- Role-centered
- Works with person in system and context
- Offers a framework for thinking about leadership
- Depth/ systems psychodynamic perspective
- Growth happens through thinking and application
- Works with what is on the surface and beneath
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Coach's Stance/Approach:
- Counsels an individual
- Accountability Partner
- Coach puts emphasis on coaching skills
- Highly interactive/possibly directive
- Coaching seen as series of sessions
- Sessions structured
- Homework important
- Short term
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Coach's Stance/Approach:
- Consults to leader's experience
- Thinking Parner
- Coach puts emphasis on knowledge of people, leadership
theory and practice, organizations and groups
- Listening, leader finds own way
- Coaching seen as engagement
- Sessions free flowing
- Insight and application important
- Length varies with work to be done
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Common Outcomes:
- Specific behavioral change
- Better priorty setting, decision making, efficiency
- Improved interpersonal skills
- Increased resiliency or agility
- Work is executed quicker and more smoothly
- Not exhausted due to transactional challenges
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Common Outcomes:
- Growth in leadership capacities
- Creation of effective leadership role
- Leader has creative vision and begins to institute
organizational innovations
- Leader develops capacity to lead and manage organizational
change
- Person feels new flexibility and freedom in work
life
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Who is likely to benefit?
- Employees at all levels in organization, especially
middle managers and below where execution and transactions
are central to success
- A person whose behavior prevents him/her from reaching
his/her full work potential
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Who is likely to benefit?
- Leaders with broad leadership and organizational responsibilities
- Leaders with a great deal of latitude in their work lives
- Leaders whose work demands they see the big picture
- Leaders who are responsible for innovation, strategy,
and creative planning
- Persons whose success depends on leading people,
teams, or organizations
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