This paper deals with the sense and the connotations of the term “professionalism” and with the process of professionalization in the context of coaching. The author presents what it means to be a “professional coach” from an external (scientific and social) and internal (personal and coaching) perspective. The article focuses on the overview and systematization of the criteria for the job of a coach to be identified as a profession and the requirements for coaches to become professionals.

In order for a coach to think of himself as a competent professional person, he needs to constantly work on his skills and be in an ongoing process of conscious selfdevelopment. In this article I will try to clarify and explain why this is so and how it can affect the work of a coach. Of all the abilities that form the basis of the work of a coach, I have chosen three that I believe are important for the self-development of the coach.
Firstly, openness to and interest in new psycho-neurological research, knowledge and scientific discovery (cognitive researchers, neuro-biologists, neuro-scientists), and the need for ongoing experimentation and discovery. Why? Because everything can help. Everything can be important when working with people.
Secondly, ongoing self improvement and working on oneself, and in particular working on emotional wellbeing. Why? Taking care of one’s own emotional intelligence is the key to understanding others and the key to developing empathy and intuition.
Thirdly, the development of one’s own sense of humor, joy and simply laughing. Why? Laughter creates distance from difficult situations. Laughter is a type, or an element, of social intelligence. It means looking after oneself and others.

What we have presented above is but a general sketch of a deep and fascinating model for achieving profound happiness, health, healing, and helpfulness in the world. In his book Of Water and Spirit, Malidoma Some speaks of his life growing up in a West African village. In that culture, it is assumed that each new baby has crossed from the spirit world into this world in order to bring a gift to the community. He describes a village ritual in which each newborn is brought to the elders, who take several days to commune with the newly arrived spirit. The basic question the elders ask of the newborn is, “Why have you come here?”. They assume that each person has come with a special mission, and that their life should be organized around honoring and realizing this mission. Based on the response they receive, the elders seek to support the child’s development so that their mission may be realized.
In a similar way, the mythological path of the hero’s journey seeks to honor the deeper value and calling of each person’s life. It assumes that each difficulty, crisis, or setback a person faces is both an opportunity and feedback about the nature of that person’s deeper calling. It also recognizes the need to find the resources, both internally and in the collective field, that will help a person realize their deeper journey. It is this profound appreciation for the dignity and value of each person’s life that drew us to this myth. We have found it exceptionally helpful for coaching and supporting individuals and groups to discover and live a fulfilling and helpful existence. The few notes and suggestions we have made in this paper are taken from workshops we have co-led, and represent the framework for a book we are working on. We hope you find them as helpful as we have, in terms of creating a world that works for all.

This article constitutes the personal refections of a coach on the place of coaching in the contemporary world, where changes are the result of technological progress as well as the development of ideas and socio-political systems. The author uses the essence of coaching as a starting point. He deliberates on whether coaching is a process that is isolated from the rest, of which the aim is to achieve changes in the sphere of one particular goal (task, action); or whether it is a comprehensive (holistic, systemic) process of which the aim is a qualitative change. By way of describing the elements of coaching, the author indicates the possible spheres of practical application. He also puts forward the following question: is coaching supposed to serve people as autonomous entities or is it supposed to serve organizations that realize economic, social or political goals?

Organizations focus only on productivity in their teamwork, and usually put less emphasis on positive attitude of team members towards their tasks and co-workers. The article introduces the methodology of team coaching created by Team Coaching International™, based on balance between productivity and positivity. It describes Team Diagnostic Model™ – assessment of 14 key competences of the team. It also introduces the whole team coaching process and gives recommendations how to assess usefulness and effectiveness of this method.

Profound social changes, new technologies, globalization and a growing diversity of the working environment all greatly in&uence the management process. More and more managers realize that keeping valuable employees requires something more than good money. In the current reality, in order to create teams that achieve great results managers must replace typical managerial behaviors, such as supervising, checking, monitoring and controlling, with new behaviors, such as coaching and communication. In other words, managers must change the paradigm of management.,e article describes coaching as a method of managing people. A coaching style of management should be implemented in order to improve the working atmosphere and conditions. In the end, people will be more effective and consequently the company will earn more money.,e author focuses on the current situation of managers in Poland.

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.

Me authors of this article give acomparative review of coaching session models that are based on the GROW model and they present their own elaborated plan of acoaching session, which can be used when working with clients. Mis model includes impor-tant factors that are essential in order to effectively change the initial situation of the client and to achieve the intended goals.

The article presents some skills, areas and approaches commonly used by coaches in different coaching models to affect their clients. Selected parts are compared with mechanisms described by social psychology. It is shown how the coaching process has a positive influence on achieving the defined goals and objectives, and how this efficiency can be explained based on psychological mechanisms and concepts.

This is paper explores a post-modern Gestalt approach to coaching which suggests multiple levels of engagement inclusive of physical/sensory, social/cultural, emotional/biological, projective/imagined and spiritual/intuitive levels of influence. The model reviewed here focuses primarily upon the ‘process’ of communication rather than its content, and deals with what is emerging ‘now’ rather than past problems and issues.

The article makes an a empt at deA ning the in uence that subordinates have on their leader. is factor can be pivotal in the process of leader coaching. Recommenda-tion of some practical solutions to leader coaching, with followers of leaders also paid attention to, can give some useful tips not only to the departments of human resources and to active coaches but also to leaders themselves. It could be very beneficial to show reciprocal influence between leaders and their subordinates.

The paper presents the conceptualization of coaching, which means it describes the process how the meaning of coaching was determined. At the beginning the etymology and semantics of coaching and its origin is described. Th e author makes then a critical review of coaching defi nition in three diff erent perspectives: historical, alternative and classic. Next, the coaching relationships to other form of intervention and its taxonomy are presented. At the end an author’s defi nition of coaching in organizational approach is introduced.

Following the example of business companies, political organizations, including public administration, in order to successfully achieve the objectives for which they were established, they should look for new solutions in building their usability and visibility in the market. Previous use of marketing knowledge, especially the adoption mainly promotional orientation, is no longer enough, to the action taken by them that could be effective in the global information society. Caring only about the promotional aspects of the public administration image in isolation from other marketing technics, organisations and communication links operating in this market, is no longer sucient for the existence and survival in a changing world. Use knowledge of personal branding and coaching that are used successfully in the beld of business, can anect the development and conbdence of all political organisations. Starting from the analysis of the communication process in politics, changing the meaning of its links and the promotional orientation adopted in their marketing activities, the author proved that, a new approach based on authentic and credible values of the organization and its people, who base the creation and management of their brand, is one of the leading elements of the enectiveness of the actions taken by all political organisations, with particular emphasis on public administration units. Certainly, there is a need to communicate the reasonableness of investing in strong brand leaders and individual employees forming a strong brand public administration, using management techniques, which is for sure coaching and personal branding.

A goal of this article is to present the author’s innovative concept of an application of the graphological analysis in the transformational coaching processes. The initial stage of the transformational coaching process has been proposed for the application of the graphological analysis. A role of the graphological analysis as an external portrait and a method to broaden the self-awareness of a coachée has been suggested by the author. The article presents a scientific approach to graphology and the handwriting analysis as a projective technique. A structure of the graphological analysis in the area of intellect, emotions, activity and adaptability has been specib ed in the article. Correlations between graphology and transformational coaching and contributions of graphology in coaching processes have been highlighted in the paper.

Article juxtaposes two kinds of human activity: habitual and goal-directed behaviors. The author characterizes the nature of these behaviors, and examines their interactions. Habitual actions are subjected to a detailed analysis of their neurobiological mechanisms, significance for human functioning, ways to change and create new habits. Conclusions are presented of the extent to which habits can influence the processand the en effectiveness of coaching.

In the focus of the author of the article questions are questions related to the process of defining and building the identity of the individual in the process of coaching. The starting point for the discussion is the assumption that the post-modern world, the knowledge and experience mediated through the media, shape the identity of individuals, as well as the order of social relations. The author verifies many psychological and sociological definitions of individual identity and the process of building one’s lifestyle. The question of whether an individual knows himself and knows how to thoughtfully build „yourself ” is an issue that is intertwined in the article’s multithreaded analysis of the identity of a man with everyday issues raised by the coaches in the coaching of an individual. According to the author coaching is a process that prepares the body to function in the world, according to the identity defined and worked out during the coaching sessions.

The paper presents the SFERA model which is an adaptation of the SPACE model used in cognitive behavioural coaching and therapy. The SPACE model supports the process of analysis, cognitive pattern evaluation and design of actions as part of coaching or therapeutic processes. The paper presents conclusions for its practical use in the coaching process.

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.