Corporate Coaching: The Essential Guide

Books

Sraban Mukherjee

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  • Advance Praise

    Hiring the right leadership coaches to guide an organization comes at a price, often a high one. CEOs who don't understand the myriad benefits that coaching offers may shy away from spending those resources. While many authors are content to have their books rest on store shelves while their readers take a passive approach to reviewing them, Sraban Mukherjee takes a different tactic. As the author cautions, “This book is a TO-DO guide for corporate coaching.” So, roll up your sleeves and get ready to dig into this hands-on guide for success! In Corporate Coaching, Mukherjee shows how to get an extraordinary return on investment.

    —Dr Marshall Goldsmith Bestselling author of MOJO and What Got You Here Won't Get You There

    Dr Sraban Mukherjee has advanced the corporate coaching industry with his immanently practical, yet strategically significant, processes, tools, and metrics. As an experienced and certified coach as well as a former human resource executive, Dr Mukherjee is an authority on leadership development and how psychometrics and assessments can be leveraged to evaluate and support coaching engagements. Dr Mukherjee even advises on best practices for building and sustaining internal coaching capabilities and capacity. Sraban's new book is the most complete resource on corporate coaching I have seen to date.

    —John Hoover, PhD Co-author of The Coaching Connection

    A great primer on the coaching field for leaders and coaches in India—and beyond. It is filled with great examples of coaching scenarios. Brings nice clarity to various aspects of the practice, such as the various types of coaching, tools used by coaches, psychometric instruments, and methods of measuring coaching impact.

    —Dr Brian O. Underhill Founder, CoachSource, USA, Co-author, “Executive Coaching for Results”

    Dr Sraban Mukherjee lays out a solid foundation for anyone wanting to learn about coaching. It is highly practical, whilst founded on evidence-based research and his years of being at the top end of coaching.

    In this book the reader will find the contemporary positioning of coaching, how to do it, what to expect, and how to give professional standards. It is an excellent book for anyone considering coaching as a career, or who wishes to improve their coaching either internally, in an organization, or who wishes to set up a business as a coach. It is also a good steer for those purchasers of coaching to know how to manage coaches and the coaching process.

    —Deborah Tom Registered Coaching Psychologist, MD, Human Systems, UK

    Dr Mukherjee's book is a timely publication that adds to the Indian literature on coaching. It is likely to give the beginners an overview, the experienced more tools, and the thought leaders opportunity to intellectually challenge concepts and experiences. I wish the book all success.

    —Dr Santrupt B. Misra CEO, Carbon Black Business & Director, Group HR, Aditya Birla Management Corporation Pvt Ltd

    Copyright

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    Dedication

    This book is dedicated to the HR professionals and co-coaches, who are making difference in the life of every member of the organization and to those who are in the coaching profession now and will be in the time to come.

    Thank You for Choosing a SAGE Product

    If you have any comment, observation or feedback, I would like to personally hear from you. Please write to me atcontactceo@sagepub.in

    —Vivek Mehra, Managing Director and CEO, SAGE Publications India Pvt Ltd, New Delhi

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    This book is also available as an e-book.

    Foreword

    I had the good fortune to meet Dr Sraban Mukherjee back in 2009 on one of my first trips to India. Coaching, I think I can fairly say, was in its infancy in India at that time, with there being a very few if any International Coach Federation certified coaches, but lots of people calling themselves coaches. There was a type of “wild west” feel about coaching at the time with everyone and everything vying for an early credibility in a wide open market.

    What you hold in your hands here is no small feat. Sraban has taken his trained academic mind and created essentially an encyclopedia (or should I say Wikipedia now?) of corporate coaching. This book provides a comprehensive guide for anyone who needs to know the ins and outs of corporate coaching, when to use it, how to use it and the many variations of coaching, assessments, and other tools.

    This book is a must read for those who are charged with creating and implementing a successful and measurable corporate coaching program. It is also a useful guide to distinguish among the many hundreds of coaches out there claiming to be experts, by giving insight into the quite a few of the different schools of thought of coaching.

    Finally, I think that Sraban has done a tremendous service to the field of coaching by writing this very practical book. He clearly shifts the attitude around coaching to one of a positive development tool versus a tool used to “fix” leaders. With this book, corporate leaders in India have cases and practical examples of how to use coaching to their company's best advantage.

    As India's use of corporate coaching grows, those who have read this book will be at a distinct advantage. And I imagine Sraban will no doubt be challenging certain edges of the frontier even then … Keep this book on the edge of your desk. You'll find it amazingly useful.

    LibbyRobinson, MCC (ICF), MA Organizational Development & Transformation Managing Partner, Integral Leadership and Coaching, Paris

    Preface

    I spent around three decades in large organizations at various roles and was actively involved in developmental human resource function, wherein my major role was continuously reengineering executive development programs in order to build leadership pipeline in continual and sustainable basis. I am personally involved in coaching profession, mainly in executive and leadership coaching, for last 10 years. Over this period, I realized that many developmental HR initiatives undertaken in organizations (including myself when I was heading Human Resource function) were based on developmental needs or on bridging the competency gaps of the executives. However, these were not as effective as should have been.

    This has compelled me to write a book on a different paradigm on coaching, popularly known as positive psychology. I have seen many executives, whether at front line or profit center head position, irrespective of whether they are from brick and mortar companies or financial sector or service industries or not-for-profit organizations, have made significant progress in their professional and personal life when they have been exposed to coaching. Majority of organizations, that have introduced coaching as developmental interventions, are focusing on executive coaching for a selective few individuals and that also not on regular basis for various reasons. Hence, my intention is to help a large number of executives, working at various organizations, who can get exposed to coaching to make progress in their career as well as make them more effective in their profession.

    My primary objective of writing this book is to present a comprehensive approach on how coaching can be helpful for all levels of management to improve their personal effectiveness, which in turn impacts organizational performance. Hence, this book on corporate coaching not only covers executive coaching but also includes the other powerful coaching domain, viz., behavioral coaching, performance coaching, coaching for talent development and leadership coaching. This book also covers how to build the coaching capabilities within the organization through internal coaching, which in turn helps in developing coaching culture in the organization. This book looks at various relevant theories, processes, techniques and the tools available to the coaching domain.

    Over the last decade, there are considerable researches in coaching on theory, strategy, practice, and application. I am also involved actively in action research areas of coaching. This book quotes from some of my reviewed research papers related to corporate coaching, while discussing specific genre of coaching practices. During the last five years, I have conducted several coaching skill workshops for various organizations and around thousand managers, mostly as departmental or functional heads, have attended these workshops. This book covers some of my learnings on how coaching can be effectively used in routine performance challenges of organizations.

    This book is a TO-DO guide for corporate coaching. Hence, a lot of emphasis has been given on performing aspects of coaching by giving hands-on tips and case scenarios. Several caselets of coaching scenario that I have encountered in the course of coaching practice in corporate sector in India have been presented, so that the readers are able to correlate with similar coaching challenges they face in their organizations.

    This book mentions coach as a person, who is hired from outside the organization, to deliver coaching to an executive, who may be at any level of management. The coach and the executive may be of any gender. If this book refers, in some places, to male executive or male coach, it also implies to female coach and/or female executive. The coach in some situations may be internal coach also. The words “employee,” “executive,” and “coachee” are used interchangeably throughout this book, but it means primarily employee(s) of corporations, whether for profit or non-profit in nature.

    Audience for This Book

    This book is targeted primarily for senior HR/L&D professionals and CEOs/COOs of organizations, who are considering to introduce coaching for their executives. This book will help them to make decisions on which specific coaching, viz., leadership coaching or executive coaching or performance coaching or coaching for talent management or behavioral coaching, will be useful for their target executive or group of executives. This book will help them to understand how coaching can help their executives, how to choose the right coach, how the coaching process works and what are the roles they need to play in the process. This book also helps the top management or decision makers of coaching intervention on how to evaluate the return of coaching investment, direct or indirect.

    This book will be helpful for those coaches who have just started coaching in organizations. This book will help them to get into the details of the processes, methodologies, and theories associated with corporate coaching practice. This book will work as a resource book for corporate coaches, in terms of advanced coaching tools, psychological inventories and its applications.

    This book will also help those executives who are just introduced into coaching. They will know what coaching is all about and what to expect in coaching journey. This book will also be useful to leaders, who are contemplating to get into coaching, but not sure how coaching will help them in improving their managerial and leadership capabilities.

    Overview of the Contents

    Chapter 1 focuses on coaching basics. It covers “what is coaching,” “what is not coaching” and different niches of coaching. It then defines “what is corporate coaching” and why corporate coaching is beneficial not only for its employees’ growth but also for overall organizational performance improvement.

    Chapters 26 cover the model, strategies, processes, and methodologies of executive coaching, behavioral coaching, performance coaching, leadership coaching, and coaching for talent development. Each chapter covers a detailed roadmap of implementation, so that all stakeholders of coaching get clear understanding of their roles at various stages of coaching journey. Several coaching case-studies, supporting information, sample charts and formats are added to help the readers to understand the coaching process.

    Chapter 7 discusses the development of coaching capabilities within the organization using internal coaching. This chapter dealt with the pros and cons of this intervention, the processes of development of internal coaches and how to make the process effective. It also covers how coaching skill development program is to be designed.

    Chapters 810 cover different coaching tools and inventories. Chapter 8 covers some of the advanced coaching tools, which must be in the toolkit of corporate coaches. Chapter 9 covers some of the important psychological and psychometric tools used in corporate coaching domain. This chapter introduces each tool on how to interpret these inventories and the potential areas of application. Chapter 10 covers 360-degree assessment tool for coaching needs’ identification. Besides presenting different aspects of designing and using 360-degree assessment tools, this chapter discusses in detail the two most popular 360-degree assessment tools, namely, LSI and EQ 360.

    Chapter 11 covers how to measure the effectiveness of coaching intervention. Since, every coaching intervention requires high investment in terms of cost and time, it is important for organizational leaders to assess the return of such high investment.

  • About the Author

    Sraban Mukherjee, CPC, PCC (ICF) is an executive coach who specializes in the area of behavioral coaching. Dr Mukherjee splits his professional time between executive coaching and strategic human resources. He has around 30 years of professional experience in large corporations in India where he headed the Human Resource function, and handled various critical HR assignments at business and corporate strategic level. He specializes in people development interventions, OD, and leadership skill enhancement domain and deals with both transactional and transformational issues in coaching process.

    Dr Mukherjee has worked closely with board level and leadership level executives on coaching and development areas. He has coached clients across the globe ranging from business issues to breakthrough performance issues and leadership effectiveness areas. His clients include senior executives and high potential managers of ONGC, NTPC, ONIDA, Alcatel-Lucent, Seco Tools, Thomson Press, Insta Group, National Hydro-Power Corporation, Grasim Industries, JSW Steels, Shree Cement, and other organizations.

    He has also conducted several competency development centers for senior and middle management, internal coach development program, coaching skill training and leadership development interventions for large corporations.

    Dr Mukherjee is an engineer by basic education and PhD from the Indian Institute of Technology, Delhi. He graduated in Coaching from ACTP program of ICF. In his coaching practice, he has emphasized the use of behavioral methodologies including methods used by Marshall Goldsmith. He is a trained assessor for individual and organizational assessment, and qualified for the administration of MBTI. He is licensed for the administration of DISC. He is also certified for EQ-I 2.0 and EQ360 (Emotional intelligence) tools.

    Dr Mukherjee has published several action research papers in peer reviewed sections of leading international coaching journals, viz., International Journal of Evidence based Coaching and Mentoring, European Journal of Mentoring and Coaching, International Journal of Coaching in Organization, etc. He is a member of International Editorial Board of International Journal of Coaching: Theory, Research and Practice. His coaching model, the Delta Coaching Model, was reported at Canada and Australia. He has been quoted several times by leading newspapers and magazines in coaching- and HR-related articles. He is a Professional Certified Coach (PCC) of ICF, USA.

    Dr Mukherjee believes that every coaching relation results into change of behavior and hence his coaching primarily focuses on behavioral change during coaching journey. His coaching niche is in corporate and business coaching.


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