Advocacy Culture
Vehicle for establishing equitable and egalitarian distribution of organization resources and benefits
Value confrontation and equitable, enabling and empowering strategies that bring “all to the table”
Recognize inevitable presence of and need for multiple constituencies with inherently opposite interests
Surface existing social attitudes and structures Not “neutral” about her work
Untested assumptions about ultimate role of power in the organization
Alternative Culture
Vehicle for program and activity creation for personal growth of all
Value personal openness and service to others
Integration of mind, body and spirit
No ‘artificial’ distinction between personal and organizational coaching
Encourage potential for cognitive, affective, physical and spiritual development
Untested assumptions about inherent desire to attain personal maturation
Virtual Culture
Vehicle for engagement and use of knowledge and expertise that is produced and modified at an exponential rate in postmodern world
Linking leader’s learning needs to technological resources to access global market and learning network
Wise and skillful in using digital technologies
Actively engaged in setting up own network and accessing global coaching resources
Untested assumptions about ability to make sense of postmodern world fragmentation and ambiguity
Tangible Culture
Vehicle for identification ad appreciation of an organization’s roots, community and symbolic grounding
Predictability of value-based, face-to-face coaching
Focus on deeply embedded patterns and traditions
Surface existing social attitudes and structures
Emphasis on full appreciation of existing long- standing organization dynamics
Untested assumptions about value of personal relationships and ability of organizations to “weather the storm” of faddish change
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