There are the almost universal challenges associated with the volatility (U), uncertainty (U), complexity (C) and ambiguity (A) in our collective lives, as well as the equally as challenging turbulence and contradiction that we all encounter every day. This is the VUCA-Plus of mid-21st Century life—and it generates multiple challenges.

 The generative motivations that Sage leaders attribute to their civic involvements, and the benefits they receive from them, are closely linked. But benefits possess a different quality than motivations.

I summarize Schein’s concept of psychological contract, relate it to workplace motivation, and introduce psychological covenant as an even deeper aspect of a client’s lingering concern about the worth assigned to her work and the way in which she justifies her commitment to long hours of labor in her organization.

The following set of “animation” questions concern the implications of adult development theory for the professional of coaching.

The art of organizational coaching is based on identification and appreciation of patterns and pattern-variations in the life of a coaching client and her organization.

An effective modern leader will often focus on creating a TANGIBLE VISION and this is done through focused motivation, the setting of specific goals, and the monitoring of the ways in which (and extent to which) these goals are achieved within the organization.