The article presents how competence management in organization contributes to the effective functioning of the modern enterprise. Coaching with its multiplicity and complexity used as a tool for human resources development can bring many benefits into competency management. According to the author it is possible to find convergence in certain areas that coaching and competence management are described in the article.

The article presents the idea of neurolanguage coaching as an optimal method for the normalization of foreign language competencies in business world. The method of neurolanguage coaching, which remains the central part of the text, is offered as a tool of quick, efficient and sustainable improvement of language and communication competencies of business people. It seems to contribute enormously to an ongoing discussion on the type of trainings Polish companies should be provided with in order to smoothly enter foreign markets and run business activities in the globalised world.

The article was written specifically to introduce sport coaching goal, tools and scope of interest. The article will also be a valuable reference for athletes, trainers, coaches and sport psychologists. We presented of the field of sport coaching including history of sport psychology and coaching, relation between disciplines and techniques used. The section presents sport coaching, life coaching and business coaching comparison and case studies.

This article discusses issues related to the terminological ambiguity of the coaching concept. This paper is the expanded and updated version of the scientific description of coaching from 2011. A thorough review of coaching definitions found in the literature is performed, and several definitions of coaching incorporating the key aspects of the issue are presented. Furthermore, an analysis of coaching varieties is presented, along with a synthetic approach to key forms of coaching.

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.

The article is a theoretical introduction to further empirical studies planned by the authors. Its aim is to review the theoretical assumptions concerning the concept of self-leadership as a basis for an integrated, holistic management paradigm, manifested among others in coaching management style. One of the concepts referred to by the authors is Spiral dynamics by Graves, which assumes continuous development of self-consciousness of man and of humanity as a collective community, which is reflected also in management.

The article presents the nature of an autonomous and paternalistic management style. The author refers to “folwark-like organizational culture model” popular among Polish companies which embodies the essence of paternalistic management style characterized by coercion and absolute control over an employee. The author states that it is not in company’s best interest to have the employees dependent on their superiors. Autonomous management style characterized by trust and respect is much more constructive. That style of management directly corresponds with coaching approach.

Educational paradigm, as a part of thinking about lifelong education, is permanently inscribed in the reality of current education. More and more excellent methods to support individuals’ development are being sought. This article is an in-depth reflection on the coaching practice area. It is based on the analysis within a case study method. Besides its aim is careful explanation and description of professional competences development process. The outcomes draw the individual’s transformation process according to the concept of “becoming” and process of constructing a new definition of self, which is accessible in three steps.

The paper presents the characteristics of coaching management style. Some substantial dilemmas encountered by the managers who apply the coaching management style have been indicated. The dilemma of being a coach or a mentor, the dilemma related to the manager’s behaviour towards the employee awaiting orders, the dilemma related to applying coaching to employees at the time of electronic communication and the dilemma of applying coaching at work under time pressure have been analysed.

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.

Transference and countertransference, resistance or fantasies usually associated with psychoanalytic terminology. The article describes how works these unconscious processes in the coach-coachee relationship. I present Michael Balint, with his idea of a support group for doctors, in which groups discussed processes transference-countertransference, to serve improve contact and understanding of the problems on the line patient-doctor. Currently with this idea use among therapists and educators. The article shows benefits, how may refer coach participating in the meeting. In addition, I introduce differences between Balint Groups, individual supervisoin and common discussion groups for coaches.

The article presents the original PERMA model of coaching. Theoretical bases of the model are outlined, i.e. the Authentic Happiness Theory, along with three models devised by Martin Seligman: the pleasant life, the good (committed) life and the meaningful life, as well as his well-being theory formulated later. Authors also refer to the concept of character strengths and virtues introduced by Christopher Peterson and Martin Seligman, and propose the application of the classification of character strengths and virtues VIA (Values in Action) in the coaching process based on the PERMA model.

This paper explores the Mental Toughness model in a coaching process. Mental Toughness, a narrow personality trait, recently emerged as a significant factor in defining and measuring individual’s mind-set and attitude. Authors argue that one of the key elements contributing to building successful coaching rapport with a coachee as well as to set a coachee onto a coaching journey is to understand the mental toughness level of the client. This paper will also explain what Mental Toughness is and its applications to all walks of life.