History Of Leadership Coaching

Leadership Coaching- From where did it start?...Does it expire ?

The word coach, according to historians, derived from the small Hungarian town of Kocs just west of Budapest. In the 1550’s it was here that superior wagons, carts and carriages were designed, wheeled vehicles drawn by horse power to carry people between Vienna and Budapest. It was here the culmination of all aspects of coaching: transporting people – teaching students – training athletes, would finally take hold in the American business marketplace.By the middle of the 20th century, sports had become its own world. With the subtle influence of contemporary thinkers echoing in the past, the first major transition from the sports coaching model to interpersonal coaching is credited

As a single approach to leadership development however, each one of these has weaknesses that make them less effective than the holistic, individualist approach delivered by coaching.360 degree feedback can only be valuable when the data being delivered is understood, and there are specific objectives set for change, if this is required. Frequently, the feedback approach that offers wide participation fails to achieve change, and requires a large amount of time and effort to achieve long-term results. However, when used in relation to coaching, the 360 feedback can be a recognition of how the individual is developing, particularly if the feedback and the reasons for any constructive criticism are considered and evaluated. Since, it offers a valuable opportunity for further introspective reflection by the individual on their leadership approaches that they can discuss with their

If the coach and individual do not have, or cannot create a working relationship and effective rapport then the sessions plus projects will be not support to achieve successful outcomes for either party.

They must be willing and accepting the fact that they will change, and have commitment to the process. If the individual undergoing coaching is unresponsive or takes constructive feedback negatively, the coaching will be ineffective in developing leadership potential. The embracing of the process and the development of an ongoing conversation with a coach can be a difficult process.

The current trend on developing internal coaches, whilst cost effective, may not always yield the anticipated results due to potential operational conflicts between those coaching, and those being coached. Therefore, coaching does not suit every personality and there needs to also be an understanding from individuals and organizations that it is not a quick fix, one off training approach. Rather, it is an ongoing development of underlying skills with a long term focus on change and