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'The book provides useful information for any organisation with a culturally diverse workforce... But Diversity for Coaching goes beyond the international differences; it also looks at gender and age issues.' Works Management "...they do a sterling job in making coaches culturally and religiously aware when operating in different territories. It's a useful country-by-country guide, and there are differences when it comes to coaching." Human Resources ...this is a worthwhile attempt to both review existing knowledge in the field of coaching, and develop this knowledge into working practice. Consequently, the book can be used by both student and practitioner, which is a rare recommendation." Manager November 2009
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Diversity in Coaching: Working with Difference across the Globe explores the implications on coaching of gender, generational, cultural, national and racial diversity.
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1 of 1 people found the following review helpful
Format:Paperback
Diversity in Coaching is a book aimed at coaches, organisational leaders and buyers of coaching services written by an international team of coaching professionals edited by Jonathan Passmore. It's the first wide-ranging book on diversity in coaching fulfilling its aim to look at diversity in coaching from a gender, generational, cultural, national and race dimension.
In the introduction chapter Passmore and Law argue about the importance for international coaches to formulate a cross-cultural model as part of their coaching framework and review cross-cultural coaching models from a scholarly perspective.
In part one practitioners give an overview of the development and nature of coaching including the rise of multicultural coaching in three chapters covering Europe, North America and Australasia.
In part two seven coaches from countries around the world, where coaching is still in its infancy, reflect on their coaching practice. For me it is the most exiting part of the book as the coaches describe, often supported by case studies, the countless facets of cultural and psychological differences and how they adapt their coaching styles to meet individual needs, local demands and cultural preferences. It's cross-cultural coaching becoming alive.
The third part offers several chapters on ethnicity, gender differences and one on life transitions. I found the chapters on ethnicity and gender differences particular insightful emphasising the need for the coach/client to address these issues proactively and openly in order to overcome them.
The book frequently encourages the critical readers to reflect on their social identity, own cultural awareness and on their resulting deeply held values, beliefs and assumption and how these may impact on our effectiveness when interacting with others.
Why don't I give the book five stars?
Firstly, the book does not define diversity or cultural coaching.
Secondly, considering several diversity definitions they all include one more significant dimension than the ones covered in the book: the class/socio economic dimension. For example a chapter on coaching people from lower socio economic backgrounds/different classes and/or on coaching people from more deprived communities would have brought a new and equally important flavour of coaching practice to the book. This extra dimension would have made it a more comprehensive book on diversity in coaching and a front-runner for promoting a more inclusive coaching culture.
Nevertheless, I like the positive thread, which is running throughout the book, calling for cultural sensitive coaching and I would recommend the book to every practising coach. If you are intrigued by the subjects covered and would like to read more, each chapter is well referenced.
Congratulations to the editors and contributors who have set a starting point for a long overdue debate on diversity in coaching within the wider coaching community with this book.
In the introduction chapter Passmore and Law argue about the importance for international coaches to formulate a cross-cultural model as part of their coaching framework and review cross-cultural coaching models from a scholarly perspective.
In part one practitioners give an overview of the development and nature of coaching including the rise of multicultural coaching in three chapters covering Europe, North America and Australasia.
In part two seven coaches from countries around the world, where coaching is still in its infancy, reflect on their coaching practice. For me it is the most exiting part of the book as the coaches describe, often supported by case studies, the countless facets of cultural and psychological differences and how they adapt their coaching styles to meet individual needs, local demands and cultural preferences. It's cross-cultural coaching becoming alive.
The third part offers several chapters on ethnicity, gender differences and one on life transitions. I found the chapters on ethnicity and gender differences particular insightful emphasising the need for the coach/client to address these issues proactively and openly in order to overcome them.
The book frequently encourages the critical readers to reflect on their social identity, own cultural awareness and on their resulting deeply held values, beliefs and assumption and how these may impact on our effectiveness when interacting with others.
Why don't I give the book five stars?
Firstly, the book does not define diversity or cultural coaching.
Secondly, considering several diversity definitions they all include one more significant dimension than the ones covered in the book: the class/socio economic dimension. For example a chapter on coaching people from lower socio economic backgrounds/different classes and/or on coaching people from more deprived communities would have brought a new and equally important flavour of coaching practice to the book. This extra dimension would have made it a more comprehensive book on diversity in coaching and a front-runner for promoting a more inclusive coaching culture.
Nevertheless, I like the positive thread, which is running throughout the book, calling for cultural sensitive coaching and I would recommend the book to every practising coach. If you are intrigued by the subjects covered and would like to read more, each chapter is well referenced.
Congratulations to the editors and contributors who have set a starting point for a long overdue debate on diversity in coaching within the wider coaching community with this book.
1 of 1 people found the following review helpful
Format:Paperback
This book provides a very useful overview of how the coaching profession currently approaches the issue of diversity. Part 1 brings the reader up to date with what is happening in Europe, North America and Australasia. Reading this part of the book I was struck by how the issue of diversity still feels like new territory for the coaching profession.
I liked the historical and contextual scene setting for each chapter in Part 2 of the book and the drilling down into more detail of how coaching is employed in each of the countries/regions. Part 2 conveyed a sense of the global differences and similarities through the case studies in countries such as South Africa, Japan, Brazil, China, India, and Russia. I found particularly interesting the chapter about how social identity theory was used to inform coaching in South Africa. In Part 3 gender, race and age are explored. The chapters dealing with race touched upon an overarching theme: the need for coaches to examine their own underlying beliefs, values and assumptions, in order to understand what diversity means to them and how this understanding can impinge on the coachee's experience.
I give the book four stars and not five because I think that it needed a concluding chapter, where the editors could have drawn together all the threads and used it as an opportunity to highlight areas where there are possible gaps in how diversity is currently being defined. For example, I think that the book doesn't address the issue of class/socio economic background within the diversity debate. An analysis of how class and socio economic background can affect coaching would have provided even greater potential to add to our understanding of what diversity in coaching means.
Overall I thought that this book was definitely worth reading for anyone interested in finding out more about the coaching profession. I am sure that it will prove to be an important benchmark in the ongoing issue of diversity in coaching.
I liked the historical and contextual scene setting for each chapter in Part 2 of the book and the drilling down into more detail of how coaching is employed in each of the countries/regions. Part 2 conveyed a sense of the global differences and similarities through the case studies in countries such as South Africa, Japan, Brazil, China, India, and Russia. I found particularly interesting the chapter about how social identity theory was used to inform coaching in South Africa. In Part 3 gender, race and age are explored. The chapters dealing with race touched upon an overarching theme: the need for coaches to examine their own underlying beliefs, values and assumptions, in order to understand what diversity means to them and how this understanding can impinge on the coachee's experience.
I give the book four stars and not five because I think that it needed a concluding chapter, where the editors could have drawn together all the threads and used it as an opportunity to highlight areas where there are possible gaps in how diversity is currently being defined. For example, I think that the book doesn't address the issue of class/socio economic background within the diversity debate. An analysis of how class and socio economic background can affect coaching would have provided even greater potential to add to our understanding of what diversity in coaching means.
Overall I thought that this book was definitely worth reading for anyone interested in finding out more about the coaching profession. I am sure that it will prove to be an important benchmark in the ongoing issue of diversity in coaching.
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