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.

Personal and professional development needs crossing the status quo. Self-development activity should be more intense in open-minded people. Such people can be called „proinnovative”, becasue they are willing to introduce changes, sometimes even radical, in their lives. le article describes Proinnovativeness as a personality trait and presents the P-12 questionnaire as a tool to assess this trait. Implications of Proinnovativeness for career coaching are discussed.

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 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.