Coach
Essays

The likeability of a manager will determine how effective they are on transactionally-oriented tasks while also being a very accurate predicator of hwo effective they will be in more transformational roles in an organization. The intent of this analysis is to define likeability from a leadership standpoint, illustrating how this aspect of a leader's personality must be authentic, transparent in approach and genuine in how a leader earns and keeps the trust of subordinates, peers and superiors. A likeable person is by definition one that is known for their friendliness or the ability to create an ongoing dialogue that includes a significant level of self-disclosure and ability to communicate with accuracy, clarity and honesty (George, 1995). A likeable leader is one that has the ability to combine friendliness, relevance of communication to others, empathy or the capacity to feel what others are also feeling ands enunciate those emotions, all unified by a very strong level of authenticity, integrity and realness (Gabriel, Griffiths, 2002). All of these factors together define a likeable person, and add in the willingness of a leader to self-sacrifice, create and stay consistent with roles in an organization that capitalize on the unique strengths of an associate, and a strong foundation of transformational leadership begins to emerge. One of the key findings of this study is that to the extent a manager has the ability to create and sustain a high level of trust with subordinates is the extent to which they are able to also sustain transformational leadership in a team. While leaders have varying levels and depths of skills that contribute to their ability to be transformational in the scope of their work, those with demonstrated high levels of emotional intelligence (EI) combined with the four foundational aspects of transformational leadership skills consistently have a higher level of likeability than their more transaction-oriented counterparts (Gabriel, Griffiths, 2002). In evaluating if likeability leads to greater leadership performance, a model of proposed Likeability and Organizational Transformation has been created and is presented in this analysis. The existing body of research indicates that likeability is one of the foundational elements of effective transformational leadership, yet it does not exist in isolation. The accumulated research completed for this study indicates that likeability of a leader is highly correlated to their level of EI. The dimensions of EI have a direct, predictive effect on how likeable and effective a leader will be. Another finding from this analysis is that likeability by itself does not guarantee a leader will be effective; it is only their ability to translate EI-based skills in conjunction with a very strong foundation of transformational skills that they are able to accomplish challenging goals and propel an organization to fulfill its shared vision. This study also concludes that likeability is also not essential for success either, as the many examples from leaders and CEOs renowned for being very difficult to work with who have propelled their organizations to leadership positions in their industries. Larry Ellison of Oracle, known for being exceptionally demanding and for creating a culture of mistrust and intense internal competition is not likeable according to the dimensions of the research completed for this study. He is however exceptionally effective in driving his organization to attain its vision and mission. What this study has found is that when the triad factors of Emotional Intelligence (EI), trust and transformational leadership are combined, leaders increase the propensity of being liked. These three factors combined provide leaders with a solid foundation of being effective in their roles as well. Likeability does not assure results however. Figure 1, Analysis of Key Factors of Likeability, shows how these three factors must be balanced and in proportion to each other in a leader's management style to be effective. Deficiencies in EI for example could lead to a very collegial work environment yet the leader would not know how and when to define tasks and key strategies to accomplish objectives over time. All three must be balanced in order for a catalyst of continued progress to be formed and stabilized within an organization.

Coaching vs. consulting: The case of Darren

Three Meanings of Taoism, Different Schools of Taoism

The company will need a strong web-based presence where clients can inquire about specific trips, dates, locations, etc. This requires regular maintenance and upkeep in order to keep the site vibrant. Advertising in angling publications will be important as well, and the production of a professional brochure for display in sporting goods shops and/or mail outs is essential. In addition, within the overall marketing paradigm, it will be important to utilize customer based measurement tools in order to achieve and maintain goals.

Abstract In the recent past, organizational and executive coaching has continued to gain in popularity as firms seek to enhance the ability of leaders and executives to achieve both organizational and professional goals. In my view, the growing popularity of executive coaching is also in one way or the other rooted in the critical role organizational/executive coaches play in developing leaders in their current job setting. In this text, I describe my past views in regard to the purpose of organizational/executive coaches. Further, I highlight my current views on the purpose of coaching based on the ideas I have obtained over time from various sources. In the final sections of the text, I compare and contrast my past (initial) and present (enhanced) views on the purpose of executive coaching.

¶ … Marshall" speech contains the classic rhetoric elements of ethos, pathos and logos in order to motivate the Marshall football team in its upcoming game. The first element of the speech is the pathos, which is an…

The Supreme Court has played a pivotal role in race relations in the United States. It began by supporting the institution of slavery, going so far as to invalidate an act of Congress that intended to limit the spread…

Professional services organizations of all types and sizes are faced with some significant challenges in an increasingly globalized and competitive marketplace, but properly managed, these challenges can be translated…

Home school athletes in public school sports programs.

What are the best strategies for Human Relations Management (HRM) and Human Relations professionals (HRPs) to improve the performance of their employees? There are several important strategies that relate to that…