Summary
Purpose:
The research and paper have been produced in response to the
current fragmented state of the coaching industry and the
emerging need for a clear, integrated and coherent picture
which would benefit not only the best practice of coaching
– in terms of accreditation, recognition, quality, effectiveness
etc. - but more importantly in terms of offering a new integrative
thinking paradigm, meant to cover the great diversity of coaching
needs and the variety of tools/methods, under one perspective.
Background: The Unified Theory of Coaching and Unified Coaching
Model have been developed from a complex evolving systems
perspective, based on the argument that the dynamic principles
working in complex evolving systems in science are also apparent
in human systems. The specific subject of the paper is the
coaching relationship, as a temporary complex system formed
by two complex evolving systems represented by the individual
coach and coachee. This perspective is quite instrumental
providing a way of holding together the depth and layers of
human nature, even more intricate when interactive. In addition
and in this context existing coaching models and methods have
been considered and acknowledge for their specific value and
the way they integrate within the Unified Coaching Model.
This model has been developed starting from a divergent, integrative
point of view.
Methods: The information was gather from an extensive bibliography
and own professional experience gained having completed over
500 hours of coaching in the last few years with clients of
all ages, genders and from across industries and cultural
backgrounds. This experience provided trends and themes which
have been captured in the Unified Theory and Unified Coaching
Model.
Conclusions: The main conclusions cover a range of aspects
such as:
- Training and development: need for proper training and continued
professional development in as many coaching models/ tools
as possible to enable a truly cleint centric and not method
centric delivery of coaching
- Regulated practice: need for proper accreditation and supervision
to maintain a high standard of quality and also enhance personal
and professional growth
- Ethical practice: self awareness of coache’s own level of
experience and development, to appropriately match the client’s
needs and level
- Balancing content and context of coaching: desirable sustained
reference and exploration of client’s bigger picture such
as the numerous and complex layers of culture (industry, team,
function, national, geographic) to respond to the great human
variety in today’s globalise environment
Biography
Adina
Tarry is a Business Psychologist and Organizational Development
Consultant, who has been delivering to 'people in business'
services or solutions - such as Coaching, Psychometric Assessments,
Talent and Change Management and Strategic HR - designed to
enhance the management of talent and human resources, in teams
or individuals.
Her early multi-specialist career in business spans across
several industry sectors (IT, telecommunications, pharmaceutical
and fashion) and business functions (import/export, manufacturing/operations,
supply chain, quality, project and people management) and
has been gained with IBM, Alcatel, Johnson & Johnson,
Bristol-Myers Squibb.
Based in London since 2001, Adina is also an Associate Lecturer
in HR Management Strategy & Consulting, and Business Psychology
subjects. This academic involvement has provided direct access
to the latest theoretical thinking, research and methodologies.
Adina has lived/worked internationally (Paris, Sydney, New
York, Johannesburg, Bucharest, Düsseldorf and London)
and is fluent in several European languages having so gained
an additional and quite valuable experience in trans and cross
cultural aspects of working with multi-functional, divers
teams.
On a personal level, Adina delights in all the arts, is interested
in science and technology, likes travel, cultures, languages,
yoga, dancing and is also a published author of literary fiction
and poetry.
