Me first part of this paper presents the essence of coaching and defines the coaching position among other available methods of human development. Moreover, the role and place of implementing executive coaching in learning organizations will be discussed. Thus, the main idea of this article is to generate aprofound picture of the coaching process that was used in a wider context and as apart of the internal development program for Top Managers in Deloitte in Poland – the “Pursuit of Excellence” Program. Furthermore, it was researched how the coaching process infuences the development of top talented employees. Based on the conducted research studies it was verified that coaching is an effective method for talent development.

This paper provides an overview on the development of a coaching culture. It focuses on the best practices that are developing within the US and the European Union and presents a five stage model for the development of a coaching culture within organizations. Me five stages are: Informal External Coaching, Professional External coaching, Coaching for A ll, Coaching as a Management Style and Coaching Across the Network. Me article suggests that many organizations have aspirations to build a coaching culture, but a large number of them are currently at level one, two or three a long this journey.

Me article encourages mak ing use of the scienti&c k nowledge from developmental psycholog y. It replies to the thesis that coaching needs areliable theor y based on scientific research for achiev ing higher professionalism. A s there is such athing as coaching psycholog y, its scientific basis can easily be adult developmental psychology. It is based on the concept of the human life track. Me end of development is not (as it cannot be) childhood or adolescence. According to the human life track concept humans also develop throughout their adult life. Mere are indicatorsof this development, conditions for supporting it and even developmental task per-formance, which lets one achieve wellbeing, or even personal and professional happiness.

Me article presents an evidence-based approach. It focuses on the meaning of psychologi-cal knowledge and the research &ndings relating to the increase in credibility and eVcacy of coaching practice, and also the development of coaching as amethod of support.

In this text a set of assumptions of existential learning by Peter Jarvis and transformative learning by Jack Mezirow have been presented. They are a starting point for further analysis about coaching in the perspective of each theory. It is believed that individual nature of scientific discipline, in this case Andragogy, determine the way of knowledge reception, therefore it is important where do these theories come from, hence the mapping of different theoretical approaches in Andragogy with well documented history of research is shown. On this basis, the authors propose the prospect of seeing coaching through the learning process.

The author of this article attempted to verify the results of a short type of coaching.
The researches, which she conducted at the University of Łódź, concern an influence of a 3 hours session with a career coach on specifying and achieving goals by the students and graduates of the Faculty of Management. Presented exploration shows advantages and threats of a short coaching session.

The aim is to examine how the level of consciousness of an individual determines his/her motivation for personal development. In the first part of the paper, authors present the concept of the Map of Consciousness created by the American psychiatrist and researcher David R. Hawkins. In the second part, they discuss how the model can be applied to coaching practice, allowing the coach to fully support the coachee not only in fulfilling his/her development needs stemming from his/her current level of consciousness, but also in reaching subsequent levels of self-improvement.