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Executive Coaching in Transitional Economies: Cultural Obstacles, Performance Issues and Organizational Benefits.

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Introduction

Executive Coaching in Transitional Economies: Cultural Obstacles, Performance Issues and Organizational Benefits Paper presented by Monica Gheorghiu GSB-CEU ID: 171749 1. Leadership Development in Transitional Economies. Characteristics, Prevalent Models 2. Is Executive Coaching a Viable Option? What is Executive Coaching? Performance Issues, Pros/Cons. 3. Cultural Obstacles For Executive Coaching in Transitional Economies 4. Executive Coaching and Organizational Benefits in Transitional Economies 1. It has been proven that the leadership quality is one of the most important factors to determine the success of an enterprise. By definition, leadership can be defined as a process by which an individual influences the other persons in order to accomplish pre-defined objectives. Consequently, a successful company cannot exist without skillful leadership as well as the induction of employees' high motivation and engagement. So in these conditions, how should the leadership style look like to be able to determine the highest level of enterprise development? Recent researches show that the contemporary leader is based on the supportive leadership style which is characterized by the leaders' concern for their subordinates' well being as well as their personal needs. The leadership style is friendly, approachable, and supportive and this induces highest possible involvement of all the employees in attaining the company's objectives. ...read more.

Middle

It can lead to extraordinary results through the process of discovery and planning of objectives through specific stages. Generally speaking, people have already answers, but cannot express or conceptualize them so a coach's main task is to 'ask questions'. Executive coaching is a science, a technology as well as a relationship builder with others, focused on the human potential development. It is a process to enrich the coachee as well as the coach. Most coaching engagements are intended to help managers make progress on specific developmental needs. EC can have specific targets: * Manage specific behavioral changes one may want to pursue * Leverage strengths to improve work efficiency * Identify development needs * Improve leadership style; develop, articulate or renew a vision in a organization * Develop skills to take on an executive position or embrace new responsibilities * Develop skills to be able to manage across geographic, demographic or cultural frontiers * Improve idea implementation, the art of influencing others, building and leading teams Also, the recent organizational hierarchical and functional changes (flatter organizations, employees empowerment to independent work and increased use of cross-functional and project teams) ...read more.

Conclusion

As seen before, in transitional economies where leadership still centers around the authoritative style (with certain flavors of consultative) the feedback and need for behavioral change is needed more than ever. The only obstacle is the managers' vision on EC by itself since they often perceive it as simple therapy, consulting and not as a leadership competency builder. As a powerful development tool, coaching has the capacity to motivate, focus leaders and fire-up from down to top entire organizations. And I see here not only the value of coaching a top leader, but having coaching programs to start leadership development involving all managers at each level of an organization and obtain the 'coach the coach' format i.e. learn how to coach others. In this way a transformational change can take place in the organization by leveraging coaching at each level. Here are several direct organizational benefits to be obtained in the process: faster innovation and results; improved efficiency in recruiting, development and retaining valuable employees in the organization; developing of a powerful organizational culture and implementation of a vision throughout the company; better responsibility triggering in each employee vis-�-vis of creating a vision of the company and improving the decision process; improved communication and team efficiency throughout organization; building responsibility for a company's success at each and every level in the organization. ...read more.

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