Ethical Leadership

Coaching
Prof. Francisco J. Lara
www.franciscojlara.com
laraf@cua.edu
 INDEX
History and Antecedents

Philosophy of Coaching

Different Schools of Coaching

Individual & Team Coaching

Coaching, Conselling and Mentoring

 History of Coaching
Coaching is a process to improve personal competencies
through dialogue
(Lara & Chornet, 2010)

The goal of the Coach is to facilitate this process by

developing the knowledge, responsability and self-
confidence of the coachee
(Whitmore, 2003)

“Dialogue do not deal with trivial issues, but the way

one should live”
(Socrates - Republic, 352h)
 Philosophy of Coaching

Following & Areas to Improve Search of Alternatives

Feedback

Results Coaching Organization

Philosophy Change

Satisfaction
Trust & Commitment Learning &
Development
 Philosophy of Coaching
A model of internal process of coaching that could be
applied in companies would be the following:

Observation Proposal Coaching Feedback

It is very difficult for one person the role of judge and

coach at the same time (Meyer, Kay and French,
1965).
Schools of Coaching
 Schools of Coaching
North America Coaching School:
Thomas Leonard, Marshall Goldsmisth: ICF
Pragmatic Philososphy: effectiveness and utility (praxis)
Increase of Self-Confidence, Productivity, Workplace.

South America Coaching School:

Rafael Echeverría, Julio Olalla: Ontologic Coaching
Ontological Philosophy: language, emotions, feelings.
Find limited believes of coachee to modify the believes.

Europe Coaching School:

Timothy Gallwey, John Whitmore: Interior Game
Humanistic Psicology: personal improvement but without
modification of coachees believes.
Reflexion in order that the client find his or her own action plan.
Coaching in the World
 Types of Coaching
Receptor approach:
Individual: personal, executive, sport, education,
politic
Group: behavioral or conditional
Organization: philosophy of Coaching

Metodology approach:
Psycological (PNL)
Ontological
Systemic
Counseling and Mentoring
Counseling:

(Gray, 2006) Counseling focus their attention in the past and in the
problems. The Coaching is focus in the future and in the solutions or
opportunities.

Mentoring:

(Kram, 1985) Mentoring refers to a relations between an higher

employee or older employee with more experience that try to help to a
younger employee, with lower experience. The Coaching is normally
external from outside the organization, who try to facilitate the
learning and development (Grant, 2000).
ETHICAL LEADERSHIP COACHING:
Theoretical Framework Proposal
ACADEMIC REVIEW
ACADEMIC REVIEW
MODEL PROPOSAL
 HYPOTHESIS
The Leader Coach Characteristics will have a positive impact
in the Individual and Organizational outcomes, in function of
the ELC approach (Mentoring, Counseling or Consulting).

The Leader Coach Characteristics will have a positive impact

in the Individual and Organizational outcomes, in function of
the ELC style (Transactional, Transformational or
Transcendental).

The Leader Coach Characteristics will have a positive impact

in the Individual and Organizational outcomes, in function of
the ELC feedback (Pragmatic, Ontological or Humanistic).
 HYPOTHESIS
The Coachee Characteristics will have a positive
relation with the Individual and Organizational
outcomes, in function of the ELC approach.

The Coachee Characteristics will have a positive

relation with the Individual and Organizational
outcomes, in function of the ELC style.

The Coachee Characteristics will have a positive

relation with the Individual and Organizational
outcomes, in function of the ELC feedback.
 HYPOTHESIS
The Organization Characteristics will have a positive
impact in the Individual and Organizational outcomes,
in function of the ELC approach.

The Organization Characteristics will have a positive

impact in the Individual and Organizational outcomes,
in function of the ELC style.

The Organization Characteristics will have a positive

impact in the Individual and Organizational outcomes,
in function of the ELC feedback.
 CONCLUSION
We review in this paper the latest theories about
Leadership and Coaching.

We review the Ethical Leadership model of Brown &

Treviño (2006) and the Executive Coaching model of
Sheerman & Freas (2004) and later Joo (2005).

Combining both models with the Philosophy of

Coaching (Lara & Chornet, 2010) we introduce a new
theoretical framework that we called “Ethical
Leadership Coaching” model.
 IMPLICATIONS
We consider that will be very useful in particular for both
the field of Education, as well as in the Cross Cultural
comparative analysis of Leadership and Coaching.

We introduce not only the efficiency and efficacy

approach of previous theories but also the ethical
implications for both Leadership and Coaching.

Finally, we consider that there will be clear and pragmatic

outcomes for individuals (Satisfaction, Motivation and
Engagement) as well as for the organization (Objective
and Subjective).
THANK YOU !!!

laraf@cua.edu