COACHING

AND LEADERSHIP
Before we begin
let's get to know each other

My name
Where I'm from
What degree (or degrees) have I obtained
What I expect from this study course
How to pass this
study course
Course content in numbers:
Credit points (ECTS) 3
Total Hours in Course 81
Number of hours for lectures 10
Number of hours for seminars and practical classes 14
Independent study hours 57

Criteria for Evaluating Learning Outcomes:

The final mark consists of the following pieces of assessment:
Practical work – 40 points (Case study)
Group work – 40 points (Presentation in groups of 2-3)
Individual work – 20 points (2 Tests)

A score of 10 is equal to one point on a 10-point marking scale.

 How to pass this
1 study course
PRACTICAL WORK – 40
POINTS (CASE STUDY) 2 3
The practical work will be GROUP WORK – 40 INDIVIDUAL WORK – 20
done POINTS (PRESENTATION POINTS (2 TESTS)
during lectures. IN GROUPS OF 2-3)
During the semester, you will
Attendance is required to write two tests on the
You will have to make a
obtain the required previously discussed lecture
presentation
points! topics.
in groups of 2 to 3, on a
topic chosen You will not be
by you. able to use lecture materials.
Topics and The test score cannot be
the specific criteria will be improved.
indicated
in todays lecture.
Before we begin
Do you have any questions about
how to complete this study
course?
Course content
Origin of coaching, the Self-coaching
01 historical evolution 04 methods
and kinds of coaching

Individual coaching for

02 05 Leader and emotional
managers
intelligence

03 Group coaching 06 Role of a leader in an

organization
ORIGIN OF COACHING,
THE HISTORICAL
EVOLUTION AND KINDS
OF COACHING
Before we begin
1.What do you understand
by word "coaching"?
Before we begin
1.What do you understand
by word "coaching"?

2.Is coaching important and

if so, why?
Why coaching
is important?
Coaching has the potential to increase employee
performance, motivation, and commitment to
work and make the environment more creative
and open for learning
Origin of coaching, the
historical evolution
The word “coach” is originated from a town in
Hungary, Koc, pronounced “kotch,” where they used
to build carriages in the 15th century.

The first use of the word “coach” seems to be in an

academic setting at the University of Oxford in the
1830s. In this case, the “coach” was used to refer to a
tutor who supported students with their academic
work.
 1

Coaching is a developmental
approach to working and 2
interacting with other people.

It can help people develop their

personal capabilities, interpersonal
skills and capacity to understand and
empathise with others. In turn, this can
help people understand more about
their own challenges and make
informed choices about their future.
 4

Coaching is a useful way of developing

people's skills and abilities, and of
3 boosting performance. It can also help
deal with issues and challenges before
It can strengthen their ability to use a they become major problems.
range of influencing and leadership
styles. Coaching can help people feel
more empowered to make a difference
and improve their own effectiveness. A coaching session will typically take place as
a conversation between the coach and the
coachee (person being coached), and it
focuses on helping the coachee discover
answers for themselves.
 5

Coaches in the workplace are not

counselors, psychotherapists, 6
gurus, teachers, trainers, or
consultants – although they may
use some of the same skills and Professional coaching is carried out
tools. by coaches - qualified people who
work with clients to improve their
effectiveness and performance, and
help them achieve their full
potential.
"Coaching is a practical
strategy that helps
someone achieve outcomes
they identify themselves"

Jenny Bird and Sarah

Gornall, 2016
 CONSULTING
Like coaching, there is no mental health treatment plan

Difference involved in a consulting relationship. Consultants are most

often associated with business activities. They bring expertise

between in a specific knowledge base, provide guidance, and help

shape strategy.

definitions Unlike coaching, consulting is not a co-equal partnership. A

consultant gives advice and tells the client what should be
done. In contrast, coaching is inquiry based, and supports a
client to identify their own strengths and solutions.
 THERAPY ‍
A therapist helps people explore and process the events and

Difference influences of their past, and how those experiences may be

shaping behavior in the present. A trained mental health

between provider is also who you’d want to check in with if you are
experiencing emotional or behavior challenges that interfere

definitions with your ability to function at your best.

 MENTORING
Mentorship can be either formal or informal. Mentoring is

Difference typically an unpaid relationship, often offered as a gift of

goodwill on the part of the mentor. Mentorship is typically

between characterized by a personal investment on the part of the

mentor in the growth and wellbeing of their mentee.

definitions Mentors often support the mentee in learning how to

navigate an organization or their career.
A mentor “pours knowledge into” the mentee, whereas a life
coach “pulls information out of” the client.
IN SUMMARY:
Definition: Coaching is a process that involves guidance and support to
help individuals achieve personal or professional goals.

Goal-Oriented: Focuses on setting and achieving specific objectives.

Personalized Approach: Tailored to the individual’s needs, strengths,

and areas for improvement.

Interactive: Involves dialogue between the coach and the coachee,

promoting reflection and self-discovery. Asking questions.

Skill Development: Aims to enhance specific skills and competencies.

Accountability: Encourages individuals to take responsibility for their

actions and progress.
IN SUMMARY:
Feedback Mechanism: Provides constructive feedback to facilitate
growth and learning.

Supportive Environment: Creates a safe space for exploring challenges

and aspirations.

Short- to Medium-Term Process: Typically involves a series of sessions

over weeks or months, depending on goals.

Different Types: Includes executive coaching, life coaching, career

coaching, and more, each focusing on various aspects of personal or
professional development.
OVERALL, COACHING
MAIN GOAL IS -
OVERALL, COACHING
MAIN GOAL IS -
TO MAXIMIZE/IMPROVE
PERFORMANCE BY HELPING
A CLIENT REACH THEIR
PEAK POTENTIAL.
 WHAT
COACHING
INCLUDES
AWARENESS
RESPONSIBILITY
SELF-BELIEF

The three pillars of coaching: awareness, self-belief and responsibility.

As important as it is to realize things, it's also important to believe in

ourselves and assume the responsibilities that lead to the
desired change.
HOW COACHING IS USED
THE HISTORICAL EVOLUTION
2

1 Middle Ages
During the Middle Ages, coaching took on a
Ancient Greece different form. Instead of mentorship,
coaching was associated with the training of
Coaching can be traced back to ancient
knights and soldiers. Coaching was used to
Greece, where philosophers such as
prepare soldiers for battle and to develop
Socrates and Plato used questioning (ever
their physical and mental abilities. The
heard of the “Socratic method” and
coaching techniques used during this time
dialogue to help individuals clarify their
were rudimentary, using methods such as
thinking and achieve their goals.
target practice and sword fighting. However,
the focus on physical and mental
preparation laid the foundation for the
modern coaching techniques that would
later develop.
Industrialization
and the Modern
Era of Coaching
 3

Coaching in Sport
The 1960s and 1970s saw the
emergence of modern coaching in
sports. Coaches began to incorporate
the use of technology, such as video
analysis and biomechanics, to enhance 4
performance. They also began to focus
on the mental and emotional aspects of Coaching in Business
competing, recognizing that these
With the rise of industrialization, coaching
factors played a critical role in an
began to evolve into a business practice. In
athlete’s success.
the early 20th century, industrialist James
Cash Penney introduced the concept of
coaching to business. Penney believed that
coaching could help employees to develop
their potential and achieve higher levels of
success.
 3 This approach of coaching was popularized in the
mid-20th century by authors such as Dr. Norman
Coaching in Sport Vincent Peale, whose book “The Power of Positive
Thinking” advocated for the use of positive
The 1960s and 1970s saw the
reinforcement as a coaching technique.
emergence of modern coaching in
sports. Coaches began to incorporate
the use of technology, such as video
analysis and biomechanics, to enhance 4
performance. They also began to focus
on the mental and emotional aspects of Coaching in Business
competing, recognizing that these
With the rise of industrialization, coaching
factors played a critical role in an
began to evolve into a business practice. In
athlete’s success.
the early 20th century, industrialist James
Cash Penney introduced the concept of
coaching to business. Penney believed that
coaching could help employees to develop
their potential and achieve higher levels of
success.
 4

Coaching in Business
John Whitmore’s book “Coaching for
Performance,” published in 1992,
further developed the concept of
performance coaching in a business
context. This type of coaching
emphasizes the importance of setting
goals and measuring success,
encouraging employees to continually
improve their performance.

Today, coaching is a multi-billion-dollar industry that encompasses a range of contexts,

from personal development to executive coaching. Coaches work with individuals and teams
to help them achieve their goals and reach their full potential. The profession continues to
evolve and grow as new coaching techniques and practices are developed and refined.
 5

The Rise of Coaching in

the Business World
Coaching has been gaining popularity in
various fields, but it was the business
world where its growth was most
prominent. In the late 1980s and early
1990s, the management practices in the
corporate world began to shift from
traditional, top-down management to
more collaborative and participative
approaches. This change in
management style created a need for
coaching that was specifically designed
to help individuals enhance their
performance and maximize their
potential within the workplace.
 Coaching is currently being used to support students,
business leaders, patients, health professionals, future
leaders, senior executives-in fact, anyone who wishes to
achieve more of their potential.

WHY WE USE Today, leadership coaching is firmly embedded in many

Western cultures. It is frequently used in educational

COACHING IN
settings and is prevalent in many professional contexts.

TODAYS LIFE
Leadership and managerial coaching are viewed as an
individualized practice of personal and professional
development. While transactional skills are taught through
traditional training methods, it is believed that more
sophisticated professional development for leaders and
executives can be provided through one-to-one coaching.
 TYPES OF COACHING

Group coaching Executive coaching Health coaching Autocratic coaching

Integrated coaching Organization Spiritual coaching Business coaching
Relationship coaching Leadership coaching Developmental coaching Cognitive Coaching
Transformational coaching Lifestyle guru Bureaucratic coaching Skills coaching
Virtual coaching Career coaching Mindful Coaching Delegative coaching
Holistic coaching Vision coaching
 LEADERSHIP

TYPES OF
COACHING

COACHING
BUSINESS
COACHING
 LEADERSHIP

TYPES OF
COACHING

COACHING
BUSINESS
COACHING

let's start here

 COACHING
IN THE WORKPLACE
Coaching in the workplace, also known as workplace coaching, employee coaching,
and business coaching is when one person, usually a manager, helps an employee
grow and develop their skills. It forms a part of a company’s learning and
development program, usually tied into an individual employee training program.

The main aim of workplace coaching is to promote two-way communication between

an employee and their coach in order to identify areas for improvement, reinforce
strengths, and further develop their performance.
This is usually done by focusing on specific performance objectives, skills and goals.
 COACHING
IN THE WORKPLACE
Coaching in the workplace, also known as workplace coaching, employee coaching,
and business coaching is when one person, usually a manager, helps an employee
grow and develop their skills. It forms a part of a company’s learning and
development program, usually tied into an individual employee training program.

The main aim of workplace coaching is to promote two-way communication between

an employee and their coach in order to identify areas for improvement, reinforce
strengths, and further develop their performance. This is usually done by focusing on
specific performance objectives, skills and goals.

IT’S ALL ABOUT EMPOWERING EMPLOYEES TO BE

THE BEST PERFORMERS THAT THEY CAN BE.
take notes!
WHY DO YOU THINK IT
IS IMPORTAT TO USE
COACHING IN THE
WORKPLACE?
IS IT NECESSARY IN
EVERY INDUSTRY?
 YOU SHOULD...
WHY DON'T YOU...
IM WONDERING I WOULD DO....
ABOUT THIS THING
I WANT TO DO...

TOM

ANNA
 WHAT DO YOU WANT?
WHY IS IT IMPORTANT?
IM WONDERING HOW ARE YOU GOING
TO GO ABOUT IT?
ABOUT THIS THING
I WANT TO DO...

TOM

ANNA
 WHAT DO YOU WANT?
WHY IS IT IMPORTANT?
IM WONDERING HOW ARE YOU GOING
TO GO ABOUT IT?
ABOUT THIS THING
I WANT TO DO...

TOM
ASKING
ANNA QUESTIONS
Asking questions Engage with you
to help you think

Know that you CAN

think and you
already HAVE the
solution
 BENEFITS FROM COACHING IN WORK PLACE

Improved Enhanced Increased Enhanced Problem-

Performance: Communication: Engagement: Skill Development: Solving:
Personalized Coaching fosters Employees often feel Coaching can focus Coaches can provide
guidance helps open dialogue, more valued and on specific skills, different
employees improving motivated when they helping employees perspectives, aiding
enhance their skills teamwork and receive support and grow professionally. in creative solutions
and productivity. collaboration. feedback. to challenges.

Goal Alignment: Conflict Leadership Higher Retention Cultural Change:

Coaches assist in Resolution: Development: Rates: A coaching culture
setting and aligning Coaching can help Future leaders can be Employees who promotes continuous
personal goals with address and resolve identified and feel supported are learning and
organizational interpersonal nurtured through more likely to stay adaptability within the
objectives. conflicts effectively. targeted coaching. with the company. organization.
OVERALL, COACHING CAN LEAD TO
MORE POSITIVE WORK
ENVIRONMENT AND IMPROVED
ORGANIZATIONAL PERFORMANCE.
"Coaching encourages
people to think ahead and
find solutions and supports
individuals to improve
these skills."
"Coaching in the workplace provides
an opportunity and environment for
employees to develop their knowledge
and skill sets. Workplaces are dynamic
and industries are constantly evolving,
but thanks to coaching in
organisations, employees can be
prepared to deal with this change
effectively and it can empower them to
become leaders in their roles."
IN SUMMARY:
Definition: A structured process where employees receive guidance and
support to improve performance and achieve professional goals.

Goal-Driven: Focuses on aligning individual goals with organizational

objectives.

Performance Improvement: Aims to enhance productivity, efficiency, and

overall job performance.

Skill Development: Helps employees acquire new skills or refine existing

ones relevant to their roles.

Feedback and Reflection: Encourages ongoing feedback and self-

assessment for continuous improvement.
IN SUMMARY:
Enhanced Communication: Promotes open dialogue, providing better
teamwork and collaboration.

Leadership Development: Identifies and nurtures potential leaders

through targeted coaching strategies.

Conflict Resolution: Provides tools and strategies to address and resolve

workplace conflicts effectively.

Employee Engagement: Increases motivation and job satisfaction by

showing employees they are valued and supported.

Cultural Impact: Contributes to a coaching culture that promotes

continuous learning, adaptability, and growth within the organization.
 LEADERSHIP

TYPES OF
COACHING

COACHING
BUSINESS
COACHING

let's turn to this

 INDIVIDUAL
COACHING FOR
MANAGERS
Individual coaching supports to achieve goals related to professional development
and performance improvement whilst focusing on the person.

.
Examples of individual coaching goals:
A need for personal growth/development (for example
in leadership or management).
Employability / career choices or changes.
Support in managing and prioritizing your workload.
Improve your communication style.
WHAT IS IT AND WHY IT IS IMPORTANT?
2

1 Skill Development

Leadership Effectiveness Coaching addresses specific skills critical for

managerial success, such as
Coaching helps managers refine their
communication, conflict resolution, and
leadership styles, leading to more effective
strategic thinking. Research indicates that
team dynamics. A study by McGovern et al.
individuals who receive coaching report a
(2001) found that coaching can increase
65% improvement in the skills they are
leadership effectiveness by up to 70%. This
coached on (Grant, 2017). This targeted skill
improvement can enhance team
development can lead to better
motivation, performance, and satisfaction.
management practices.
 4

Behavioral Change and

3 Goal Achievement
Coaching facilitates meaningful behavioral
Enhanced Self-Awareness change. A study in the Journal of Coaching
in Organizations found that managers who
Individual coaching promotes greater self- engaged in coaching were able to achieve
awareness among managers. According to their goals 80% of the time, compared to
a study by Avolio and Gardner (2005), self- only 30% for those who did not participate
aware leaders are more effective because in coaching (Bachkirova, 2011).
they understand their strengths and
weaknesses, which helps them adapt their
leadership style to meet the needs of their
teams. 5

Increased Resilience and

Stress Management
Coaching provides managers with tools to cope with
stress and build resilience. Research indicates that
managers who undergo coaching are better equipped
to handle workplace pressures, leading to reduced
burnout and improved job satisfaction (Grant, 2003).
 6
4
Impact on Team Performance 8

Effective coaching for managers positively influences team

Organizational Culture
performance. A study by Houghton et al. (2016) demonstrated that
coaching can lead to improved team cohesion and performance, as Coaching contributes to a culture of
coached managers are better at fostering collaboration and continuous learning and
supporting their team members. improvement. When managers are
supported in their development, it
encourages a growth mindset
7 throughout the organization,
promoting innovation and
Employee Engagement adaptability (Dweck, 2006).
and Retention
Investing in coaching for managers can
lead to higher levels of employee
engagement. According to Inc. Gallup
research, managers who receive
coaching are more likely to create a
positive work environment, which is
associated with increased employee
satisfaction and retention rates.
IN SUMMARY:
Individual coaching for managers is crucial for enhancing
leadership effectiveness, promoting skill development, and
driving organizational success. By focusing on personal
growth and behavioral change, coaching not only benefits
the individual manager but also has a significant effect on
team performance and overall workplace culture.
THANK YOU!
DO YOU HAVE
ANY QUESTIONS?
About the group work
2
GROUP WORK – 40
POINTS (PRESENTATION
IN GROUPS OF 2-3)

You will have to make a

presentation
in groups of 2 to 3, on a
topic chosen
by you.

Topics and
the specific criteria will be
indicated
in todays lecture.
 About the group work
Requirements:
The presentation must include AT LEAST one scientific article and/or study;
The presentation matches the topic;
The presentation fully outlines the required content of the chosen topic*;
Presentation duration 10-15 minutes;
The presentation must be submitted to the LBTU e-studies system by October 30

Date of presentations - November 1

N.B. Your submitted work will be checked in the AI ​system - if it turns out that more than 40% of the
information is generated by AI, the work will not be counted and the independent work will have a
negative evaluation.

*For example - if the topic requires creating an analysis, then an analysis must be created. If the topic
involves looking at an overview of coaching techniques, then it also needs to be reflected!
 About the group work
FOR NOW:
Please divide into groups in which
you will make this presentation and
choose a topic you will work on!
LET'S DO
SOME
RESEARCH!
Pratical work
To help you understand how you can get and collect information for your
presentation, let's do an exercise!

Considering that in our next lectures we will talk about leadership, it would be
useful and important to be aware of what current problems are found in this
sector and what is the current information.

Each group will receive one relevant Harvard business review article.
Pratical work
Your task:

Read the article (30 min)

Create a summary of the article (what was the article about, what is
relevant, what is the problem, why is it a problem, is there a solution, etc.) (40
min)
At the end of the lesson, one person of your group will have to present to
the other colleagues the information about your group's article. (Each
group will have 5 minutes to present)
THANK YOU!
DO YOU HAVE
ANY QUESTIONS?