Managing human resources through the pandemic

Leadership coaching and leaders’ effectiveness

by Lucyna Baca-Lönn, leadership & business trainer and founding director of Graphology Solutions Group; board member of the BPCC

Leadership coaching has a great influence on the main areas of leaders’ lives, often simultaneously. It is a holistic process which concentrates on a leaders’ transformation and strives for their authenticity and self-realisation. Leaders undergo a transformational change to discover and realise their potential and effectively apply it in the organisational context. Their transformation is visible on a behavioural level as a consequence of their internal deep change that contributes to the organisation performance.

The ultimate aim of learning in the leadership coaching process is to maximise the effectiveness of an organisation’s human capital. Leadership coaching is effective at improving work-based outcomes including goal accomplishment, professional growth, quality of professional relationships, greater managerial flexibility, increased productivity and improved resilience and workplace well-being. Leadership-development interventions are therefore positioned as a central function of HR management activities integrated with performance management processes.

Leadership coaching as a leadership development intervention enhances both the human and social capital of the leader. The human capital enhancement includes the following dimensions:

• Individual leadership model: personal power, knowledge, trustworthiness

• Leaders’ intrapersonal competences and skills, which include:

self-awareness: emotional awareness, self-confidence, accurate self-image
self-regulation: self-control, personal responsibility, adaptability
self-motivation: initiative, commitment, optimism

The improvement of leaders’ human capital as a result of the leadership coaching processes brings about a constructive change on the social and organisational levels as well. Their relational leadership models, interpersonal competencies, social awareness in terms of service orientation and political awareness are developed. Abundance of their social skills such as ability to build bonds, orientate teams, catalyse change and manage conflicts are significantly enhanced as a result of leadership coaching processes.

Leadership coaching contributes both on human as well as social capital levels bringing micro, mezzo and macro constructive changes in the leaders, their organisations and environments they are imbedded in. Leadership coaching is seen as a professional intervention in which a person becomes a more effective leader, while attainins organisational goals. Leadership coaching is about helping the leaders do better in areas such as people management, relationships with managers, goal-setting and prioritisation, engagement and productivity, dialogue and communication.

Competence-diagnostic methods applied at the initial stage of the leadership coaching process can significantly strengthen the effectiveness of its developmental processes. They may provide information about the strength and the weaknesses of the leader and specify a direction of developmental activities of the leaders. And they may enhance awareness and motivation of the leaders who enter a transformational change during their leadership coaching.

Leadership coaching and competence-diagnostic methods applied at the outset of the developmental processes are recognised methods that enhance leaders’ effectiveness in terms of achieving strategic goals of their organisations. Both leadership coaching and competence diagnostic methods applied in them constitute an integral part of the personal growth industry, which blossoms in our times…

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Leading people in agility

By Anna Trochim, country HR manager, Cushman & Wakefield

For most organisations in Poland, the last nine months have been a period of great uncertainty, continuous analyses, development of future scenarios, and reformulation of the way they think and operate. Leaders and managers – albeit seemingly less visible and hidden behind computer screens – are now stepping into the spotlight on a much larger arena. Each decision they make, each word they utter and each action they take is instantly evaluated by their employees, business partners, friends or strangers – in the offline and online realm alike. Will leadership skills in the ‘new normal’ have to differ from those that were desirable in the pre-Covid-19 environment?

There’s never been a better time to hire temp workers through an agency

by Dariusz Ronka, communication specialist, KS Service

This has been an extremely difficult year for entrepreneurs, business leaders and entire national economies. Since Covid-19 was recognised as a pandemic by the WHO on 11 March 11, there have been 65 million cases of infection across 190 countries, and over 1.5 million deaths.

The perseverance of resilient leadership: Sustaining impact on the road to Thrive

By John Guziak, partner, human capital leader, Deloitte Poland / source:Deloitte Insights

Building trust with courageous leadership

Healthy future at any age

Healthy future at any age, which took place online on 12 November 2020 was an exceptional meeting of international representatives of science and academia, business, regulators and investors, focusing on the development of healthy longevity agenda in our region and beyond.