Facilitating Reflective Learning: Coaching, Mentoring and Supervision is written by two leading experts in the field. The text explains how coaching and mentoring works in different situations. The authors guide the reader through key learning theories; describe the different models available for
coaching and mentoring; and demonstrate how they can be applied in practice. In this completely revised new edition, robust theory is backed up by practical advice and numerous case studies. The coaching and mentoring skills used in different situations are clearly described. Ready to use resources
include templates for contracting, reviewing and evaluating, as well as guidance on group dynamics for team coaching and group supervision. Advice is also included on sensitive areas such as the boundary between mentoring or coaching and therapy, and the desirability of supervision.
Dr. Julie Wilson, Salvador Anton Clave, Jafar Jafari
This volume examines and contrasts different perspectives on and approaches to the geography of tourism from across European regions and language traditions. Authors have critiqued the dominance of Anglo Saxon voices in research on tourism geographies - not just in linguistic terms - but also in
relation to the framing and theorizing of space, place and tourism appearing largely based on Anglo-Saxon research contexts. This is a tendency observed across the whole spectrum of research in human geography. In an attempt to redress this imbalance, nine internationally renowned contributors from
across Europe share their knowledge and experiences of research and scholarship in their respective regional contexts, plus an overview chapter is provided by C. Michael Hall, editor of the journal Tourism Geographies. This volume aims to: map out the past and present of the tourism geographies
sub-discipline within - and more importantly - beyond the English language contributions learn from the historical trajectories as well as experiences of tourism geographers working in different cultural and linguistic contexts.
Human Capital Management (HCM) has recently been described as a high-level strategic issue that seeks to analyze, measure and evaluate how people policies and practices create value. Put simply, HCM is about creating and demonstrating the value that great people and great people management add to an
organization.This unique book describes how HCM provides a bridge between human resource management and business strategy. It also demonstrates how organizations can use the concepts of human resource management and the processes involved to enhance the value they obtain from people while continuing
to meet their aspirations and needs.Baron and Armstrong explain how to achieve these objectives using various approaches including describing the concept of HCM and how the process works, discussing its application in numerous areas within an organization and examining the role of HR in HCM and the
future of the concept.It also contains a toolkit which organizations can use to develop their own HCM policies and practices.
For professionals responsible for talent management and development, assessing competence and capability is crucial, especially in relation to recruiting the right leader. Yet talent professionals can also use leadership assessment as a positive and powerful talent development tool. Leadership
Assessment for Talent Development goes beyond recruitment to position assessment as a central, strategic activity. It demonstrates how to apply a connected process that accelerates behavioural change areas and facilitates the engagement and enabling of in-house talent. This practical,
forward-looking book uses authentic, engaging case studies to show how the principles of leadership assessment can work in practice. It is an essential companion for HR and talent professionals in any field who want to equip their company with the talent it needs to be fit for business success.
Effective leadership coaching can drastically improve performance. However, good coaching is more than just passing on your own business experience. Developing authentic leadership through coaching is about changing deeply personal, often unconscious, elements of a manager's behaviour. In Leadership
Coaching, Graham Lee explains to coaches how to be more sophisticated in their understanding of psychology and how to develop the skills needed to work on both the psychological and the practical elements of improving managerial performance. Leadership Coaching sets out a five-stage coaching model,
and works through each of these stages in detail, highlighting the skills that coaches require and the issues they are likely to face. It also offers HR managers sponsoring coaching an understanding of the competencies necessary for effective coaching and provides a standard procedure for buying in
coaching services. Supported by a wide range of case studies throughout the book, this is valuable reading for both in-house and external coaches looking to effectively develop leaders and managers in organizations.
IQ and EQ (Emotional Intelligence) are not enough. Creating profit, growth and a better future for society is the new leadership challenge. In a shared power world, no single organization is in control or can deliver alone. Leadership PQ is for leaders working with multiple stakeholders to achieve
more together. Shortlisted for the CMI Management Book of the Year 2014/15, Leadership PQ introduces a new leadership requirement, PQ (political intelligence) that will allow governments and businesses to build relationships and work together in a new and more effective way. Successful leaders have
built the capability to interact strategically in a world where government and business share power to shape the future. Leadership PQ explains why political intelligence is now a critical leadership requirement, presents exclusive case studies and interview material to demonstrate the impact of PQ
in action, and provides practical advice to on how to develop it by effectively navigating the Golden Triangle of business, government and society. Leadership PQ is targeted at: business leaders at a multinational and local level; leaders involved in public policy and delivery; leaders of non-profit
organizations; executive teams; and aspiring leaders in all sections. While each sector features different challenges, PQ can give them greater reach and impact.
Organizations are most effective when the teams responsible for their success function to the best of their ability. When the relationships within the team work well and all members have a clear focus, the team is able to achieve goals more easily. Leadership Team Coaching is a roadmap for those who
have the responsibility of developing a leadership team. It provides a thorough explanation of the key elements of team coaching and is filled with practical tools and techniques to facilitate optimum performance across virtual teams, international teams, executive boards and other teams. The fully
updated 3rd edition of Leadership Team Coaching brings together the latest research in leadership teams and team coaching along with numerous examples to illustrate how to develop people from disparate groups into a high-performing team. With new international case studies throughout as well as a
new chapter on systemic coaching, the book covers the five disciplines of team performance, how to select team members, how the relationship of the coach and the team develops through stages, how CEOs can foster effective teams with shared leadership, how to choose the best team coach and more to
facilitate effective leadership teams.
In today's complex, uncertain and ambiguous business environment, it is essential to develop a workforce's capabilities, skills and competencies to ensure continued organizational success. Learning and Development is a practical guide to the fundamental principles of designing and delivering
training and L&D programmes effectively in any size of organization. It demonstrates how to link learning to strategic business goals and explores both the benefits and complexities associated with L&D. Using a combination of practical diagnostic tools, scenarios and case studies, this essential
introduction builds knowledge in areas including identifying L&D needs, selecting the most appropriate types of intervention and the processes of measurement and evaluation. This updated second edition of Learning and Development covers the latest trends and developments in the field, such as
e-learning, gamification and Massive Open Online Courses (MOOCs), as well as new material on learning measurement and additional international case studies. Online resources include extended case studies, an annotated literature review and self-evaluation tools to support readers in understanding
where they are and how to develop their capabilities. The HR Fundamentals are a series of succinct, practical guides for students and those in the early stages of their HR careers. They are endorsed by the Chartered Institute of Personnel and Development (CIPD), the UK professional body for HR and
people development, which has over 145,000 members worldwide.
Written for the CIPD Level 7 Advanced module of the same name, Learning and Talent Development combines a clear and concise structure and writing style with an academic and critical approach to the subject. It analyses and evaluates a range of learning and talent development theories and strategies
so students can learn how to take the lead and confidently initiate, develop and implement these strategies, interventions and activities in the workplace. Covering key topics such as the national and organizational context of learning and talent development, concepts related to individual and
organizational learning and the functions associated with managing learning and talent development in the context of professional practice, Learning and Talent Development equips individuals to meet the expectations placed upon those performing specialist roles in developing others and is therefore
also ideal for undergraduate and postgraduate students of human resource management or business students taking a module in human resource development or learning and development. Online supporting resources include web links for each chapter, lecture slides and an instructor's manual complete with
lecture handouts and additional case studies per chapter.
Based on direct experience and a realistic understanding of the scope of influence that many coaching champions have within their organizations, Managing Coaching at Work provides practical guidance on all aspects of making workplace coaching work. It serves as an essential reference for any manager
or HR professional looking to bring coaching into their organization and for those seeking to move forward, re-energize or maximize the true potential of their true coaching investment.
This comprehensive guide covers all of the key issues many organizations face, including:
· Embedding coaching on a shoestring and surviving during times when budgets are under pressure
· Developing, sourcing and maximizing the use of coaching to meet your organization's business needs
· Creating a compelling business case for sustaining coaching
· Making coaching a part of managers' everyday skill-sets
· Evaluating the results and benefits of coaching
Find out more on the book's website, www.managingcoachingatwork.com