Organizational Coaching – A Service and A Profession Dr. Bernd Schmid Organizational Coaching – A Service and A Profession

Perspectives of this Presentation How can Organizational Coaching contribute to the future of professional careers, the quality of work, organization development, development of economy and society? What kind of services are suitable? How can Organizational Coaching be designed as a profession? Which position should Organizational Coaching occupy in the field?

No need to be perfect! I will outline my ideas about challenges of the field and of the expected future I am not saying that we have to meet all of these challenges ...but I suggest we acknowledge the complexity of Organizational Coaching ...and define our profiles and services within frames of reference like this.

Image source: Cover „Manager im Dialog“, Marc Minor Classic Coaching = Conversation in Confidence about Issues of (Professional) Life Image source: Cover „Manager im Dialog“, Marc Minor

What Else is Called Coaching? Coaching competencies Coaching quality of relationships A professional identity Coaching culture

Deriving from Different Roots, Coaching is Defined... ...in accordance with individual preferences of the Coach Based on partial aspects, e.g. Schools: neurodynamic, psychodynamic Methods: constellations, working with narratives and stories Media: outdoors, with horses, online Settings: individual, group, team, short- or long-term

How can Organizational Coaching be a Profession of its own? Profession = relationship between a human being and the society (e.g. doctor, lawyer)  human being + world of organization  human being + world of professions

Our Way Starting points: The organizational field and the human being Organizational Coaching is defined... as a profession of its own by perspectives and expertise based on the challenges of the organizational field as a program for organizations and professional fields

Coaching Perspective: The Human Being and the Organization The organizational world from a human being‘s perspective  How much and what kind of organizational context? The human being from an organizational world‘s perspective  How much and which parts of personality and life?

Coaching Perspective: The Human Being and the World of Professions The world of professions from a human being‘s perspective The human being from the perspective of the world of professions Journey through professional career and life from both perspectives

Horizons for Organizational Coaching Coaching is interdisciplinary and Coaches are decathletes! A coach... has the competences and the responsibility for integrated answers to issues in the organizational world has to fight for understanding and designing the world of the future for... Society Economy Organizations and working (New Work) Learning (media, open source, new paradigms)

The Consequence: Holistic Responsibilities Organizational Coaching integrates... life and work work and learning individual with organizational learning individual careers with HR development organization development with all kinds of Coaching perspectives

Specialist for Learning Together No ready made answers, no habitual ways to find answers! It is okay and necessary to relate to knowledge and experience, to content, concepts and available methods. But the mind-set is different: Experimental dealing with complexity. Paradigm shift: First create a learning culture for dealing with complexity From there, relate to knowledge

Specialist for Embedding Learning into Organizational Processes Integration of individual support and learning processes into programs for staff performance development and programs for organizational life and OD.

Quality of Coaching Services Through Matching Cultures and Programs

Learning Fields

Coaching as learnig Culture in strategic HR development and OD Dr. Bernd Schmid Coaching as learnig Culture in strategic HR development and OD

Some Implications of isb Thinking OD means developing human systems OD means cultural development OD learning has to be integrated into OD processes Teams are communities of responsibility Team Coaching adresses those who share responsibility Leadership is a quality of network relationships Leadership is developed as leadership culture http://www.systemische-professionalitaet.de/isbweb/content/view/529/477/

Organizational Coaching and OD – an Example Responsible protagonists develop a first OD design Coaches offer specific coaching for recruiting Clarification for individuals and feedback to OD leaders Internal OD leaders, Coaches and OD consultants have to work together Coaches facilitate processes and leave responsibility to internals If extra OD learning is necessary, Coaches help to design and integrate

Organizational Coaching and Staff Performance Development (HR) – an Example Clarification with Internal protagonists: What are the cultural competences, shared by all managers?(everyone knows the concept of responsibility dialogue and the formats for clarifying responsibility with others) Who should have premium competences for what purposes? (some have to teach and coach others in that concept) Necessary changes in training program? OD for the HR-department? Additional qualifications? Specific programs preparing OD for whom?