INOC Meeting - The programmatics of Organizational Coaching

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Author: Bernd Schmid
for isb-w.eu
Systemische Professionalität 2015

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The programmatics of
Organizational Coaching
presented at the 1. INOC Meeting
May 29 – 30, 2015
Wiesloch
Dr. Bernd Schmid

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Perspectives of this presentation
Page 3
§  How can Organizational Coaching be designed as a
profession?
§  Which position should Organizational Coaching occupy in
the field?
§  How can Organizational Coaching contribute to the future
of professional careers, the quality of work, organization
development, development of economy and society?

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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.
Page 5

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Classic coaching = conversation in
confidence about issues of
(professional) life
Page 6
Image source: Cover „Manager im Dialog“, Marc Minor

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What else is called Coaching?
§  Coaching competencies
§  Coaching quality of relationships
§  A professional identity
§  Coaching culture
Page 7

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Deriving from different roots
Coaching is defined...
§  .......in accordance to 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

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

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Page 10
the isb way
starting points: 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

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Coaching perspective:
The human being and the organization
§  The organizational world from a human being‘s perspective

à How much and what kind of organizational context?

§  The human being from an organizational world‘s perspective

à How much and which parts of personality and life?

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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 ofthe world of
professions
•  Journey through professional careeer and life from both
perspectives

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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 struggle for understanding and designing
the world of the future for...
§  Society
§  Economy
§  Organizations and working (New Work)
§  Learning (media, open source, new paradigms)

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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

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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

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Specialist for individual learning
strategies

Integrating worlds and challenges

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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

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Learning fields

Staff
performance
Organizational
development

Leadership
for Creators
Professional
development

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Quality of coaching services
through matching cultures and
programs

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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/
Page 22

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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

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Organizational Coaching and
staff performance development (HR)
– an example
Clarification with Internal protagonists:
•  What are the culture-competences, shared by all managers?
( all know the concept of Responibility- dialogue and the
formats clarifying responsibility with others)
•  Who should have premium competence for what purpuses?
( some have to teach and coach others in that concept)
•  Neccessary Changes in training program?
•  OD for the hr-department? Additional qualification?
•  Specific programs preparing OD for whom?

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INOC Meeting - The programmatics of Organizational Coaching

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