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

3. 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?

5. 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.

6. 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

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

8. 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

9. 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

10. 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

11. 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?

12. 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

13. 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)

14. 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

15. 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

16. 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.

17. Quality of Coaching Services Through Matching Cultures and Programs

18. Learning Fields

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

20. 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

21. 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

22. 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?