INSEAD Business Press

Available titles:

Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy and Caroline RookCOACH AND COUCH 2nd EDITIONThe Psychology of Making Better Leaders

Manfred F. R. Kets de VriesTELLING FAIRY TALES IN THE BOARDROOMHow to Make Sure Your Organization Lives Happily Ever Aft er

Manfred F. R. Kets de VriesYOU WILL MEET A TALL, DARK STRANGERExecutive Coaching Challenges

Manfred F. R. Kets de VriesSEX, MONEY, HAPPINESS AND DEATH (now available in paperback)The Quest for Authenticity

Morten Bennedsen and Joseph FanTHE FAMILY BUSINESS MAPAssets and Roadblocks in Long Term Planning

Linda BrimmGLOBAL COSMOPOLITANSThe Creative Edge of Diff erence

Lourdes CasanovaGLOBAL LATINASLatin America’s Emerging Multinationals

Rolando Tomasini and Luk Van WassenhoveHUMANITARIAN LOGISTICS

David Fubini, Colin Price and Maurizio ZolloMERGERSLeadership, Performance and Corporate Health

Manfred F. R. Kets de VriesMINDFUL LEADERSHIP COACHINGJourneys into the Interior

James TeboulSERVICE IS FRONT STAGEPositioning Services for Value Management

Renato J. OrsatoSUSTAINABILITY STRATEGIESWhen Does It Pay to Be Green?

J. Stewart Black and Allen J. MorrisonSUNSET IN THE LAND OF THE RISING SUNWhy Japanese Multinational Corporations Will Struggle in the Global Future

Michael McGannon and Juliette McGannonTHE BUSINESS LEADER’S HEALTH MANUALTips and Strategies for Getting to the Top and Staying There

Manfred F. R. Kets de Vries, Konstantin Korotov and Elizabeth Florent-TreacyTHE COACHING KALEIDOSCOPEInsights from the Inside

J. Frank BrownTHE GLOBAL BUSINESS LEADERPractical Advice for Success in a Transcultural Marketplace

Jean-Claude Thoenig and Charles WaldmanTHE MARKING ENTERPRISEBusiness Success and Societal Embedding

Konstantin Korotov, Elizabeth Florent-Treacy, Manfred F. R. Kets de Vries and Andreas BernhardtTRICKY COACHINGDiffi cult Cases in Leadership Coaching

Frederic GodartUNVEILING FASHIONBusiness, Culture, and Identity in the Most Glamorous Industry

INSEAD Business PressSeries Standing Order ISBN 978–0–230–01875–4 (hardback) 978–0–230–01876–1 (paperback)(outside North America only)

You can receive future titles in this series as they are published by placing a standing order. Please contact your bookseller or, in case of difficulty, write to us at the address below with your name and address, the title of the series and the ISBN quoted above.

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The Palgrave Kets de Vries Library

Manfred F. R. Kets de Vries, Distinguished Professor of Leadership Development and Organizational Change at INSEAD, is one of the world’s leading thinkers on leadership, coaching, and the application of clinical psychology to individual and organizational change. Palgrave’s professional business list operates at the interface between academic rigor and real-world implementation. Professor Kets de Vries’s work exemplifies that perfect com-bination of intellectual depth and practical application and Palgrave is proud to bring almost a decade’s worth of work together into the Palgrave Kets de Vries Library.

Sex, Money, Happiness, and DeathThe Coaching Kaleidoscope*Mindful Leadership CoachingCoach and Couch (2nd edition)† You Will Meet a Tall, Dark StrangerTelling Fairy Tales in the Boardroom

* E dited by Manfred F. R. Kets de Vries, Laura Guillén, Konstantin Korotov, Elizabeth Florent-Treacy

† Edited by Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy, Caroline Rook

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Coach and Couch

2nd edition

The Psychology of Making Better Leaders

Edited by

Manfred F. R. Kets de VriesDistinguished Clinical Professor of Leadership Development and Organizational Change, INSEAD, France, Singapore & Abu Dhabi

Konstantin KorotovAssociate Professor and Director of the Center for Leadership Development Research, European School of Management and Technology, Germany

Elizabeth Florent-TreacySenior Lecturer and INSEAD Dutch Alumni Research Fellow in Leadership, Diversity and Governance, INSEAD, France

and

Caroline RookSenior Lecturer HRM and Leadership, Lord Ashcroft International Business School, United Kingdom

Selection, preface, introduction and editorial content © Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy and Caroline Rook 2016Individual chapters © Respective authors 2016

All rights reserved. No reproduction, copy or transmission of thispublication may be made without written permission.

No portion of this publication may be reproduced, copied or transmittedsave with written permission or in accordance with the provisions of theCopyright, Designs and Patents Act 1988, or under the terms of any licencepermitting limited copying issued by the Copyright Licensing Agency,Saffron House, 6–10 Kirby Street, London EC1N 8TS.

Any person who does any unauthorized act in relation to this publicationmay be liable to criminal prosecution and civil claims for damages.

The authors have asserted their rights to be identifi ed as the authors of this work in accordance with the Copyright, Designs and Patents Act 1988.

First published 2007Second edition published 2016 byPALGRAVE MACMILLAN

Palgrave Macmillan in the UK is an imprint of Macmillan Publishers Limited,registered in England, company number 785998, of Houndmills, Basingstoke,Hampshire RG21 6XS.

Palgrave Macmillan in the US is a division of St Martin’s Press LLC,175 Fifth Avenue, New York, NY 10010.

Palgrave Macmillan is the global academic imprint of the above companies and has companies and representatives throughout the world.

Palgrave® and Macmillan® are registered trademarks in the United States,the United Kingdom, Europe and other countries.

First edition ISBN 978–0–230–50638–1

This book is printed on paper suitable for recycling and made from fullymanaged and sustained forest sources. Logging, pulping and manufacturingprocesses are expected to conform to the environmental regulations of thecountry of origin.

A catalogue record for this book is available from the British Library.

Library of Congress Cataloging-in-Publication Data

Kets de Vries, Manfred F. R., author.Coach and couch: the psychology of making better leaders / Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy, Caroline Rook.—2nd edition.pages cm.—(INSEAD business press)Includes index.1. Leadership—Study and teaching. 2. Leadership—Psychological aspects. 3. Executive coaching. 4. Executives—Psychology. 5. Organizational behavior. I. Title.HD57.7.K4777 2016658.4'092—dc23 2015025773

Typeset by MPS Limited, Chennai, India.

ISBN 978-1-349-55636-6 ISBN 978-1-137-56161-9 (eBook)

Softcover reprint of the hardcover 2nd edition 2016 978-1-137-56159-6

DOI 10.1007/978-1-137-56161-9

In memory of Abraham Zaleznik, who showed us the way

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ix

Contents

List of Figures and Tables xiv

Preface to the Second Edition xv

Acknowledgments xxiv

Notes on Contributors xxv

Introduction: A Psychodynamic Approach to Leadership Development 1Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy, and Caroline Rook

Coaching and Leadership Development: The Evolution of Clients 1

Going Beyond Rationality: Decoding Deep Structure 5

Bringing in the “Couch”: Taking a Clinical Orientation in Leadership Coaching and Executive Development 8

Therapeutic, But Not Therapy 10Going Forward: A Critical Commentary 12

Part I Conceptual Frameworks

1 The Clinical Paradigm: A Primer for Personal Change 19Manfred F. R. Kets de Vries and Konstantin KorotovThe Inner Theater 21Confusion in Time and Place: The T-Factor 22The Psychological Painkillers: Defense

Mechanisms 24Addressing the Phenomenon of Narcissism in Leadership

Development 25

x Contents

2 Group Dynamics: What Coaches and Consultants Need to Watch Out for 29Anton ObholzerThe Individual and the Group 30Contextual Issues in Group Dynamics 34The Unconscious at Work in Board Meetings: Roles

Executives Play 35Task and Anti-Task in the Workplace 37On Creative, Sane, and Sober Leadership 38The Role of the Coach 39

3 Developmental Coaching from a System’s Point of View 41Theo CompernolleWarning: The Map Is Not the Territory 41What Is a System? 43Systems at Diff erent Levels with Diff erent Rules 45From Linear Causality to Multi-Causality and Historical

Heterogeneity 48Circular Causality, Feedback, Escalation, and Homeostasis 52Guilt, Blame, and Pathology 53Moving from Individuals to Systems, Via Dyads and Triads 55Conclusion 62

Part II Coaching Program Design

4 Transformational Executive Programs: An Owner’s Manual 67Manfred F. R. Kets de Vries and Konstantin KorotovExecutive Programs as a Transformation Opportunity 67Understanding Executives’ Development Needs: The Framework

of Three Triangles 68Important Questions for Designers of Transformational

Programs 73Concluding Remarks 80Learning to Change: A Program Example 80

5 The Case for Not Interpreting Unconscious Mental Life in Consulting to Organizations 86Abraham ZaleznikA Note from the Editors 86First, Do No Harm 87

xiContents

“Wild” Psychoanalysis 88The Origins of Consultation to Organizations 89Examples of Organizational Consultation 97

6 Executive Education from the Participant’s Point of View 106Konstantin KorotovPre-Entry Experience 108Surprise—and Learning to Use the Space of the Executive

Program 109Identity Exploration: Examining Past and Current

Identities 112Identity Experimentation 114Stepping Out of the Executive Program: Craft ing Narratives and

Internalizing Transitional Space 116

Part III The Process of Coaching

7 The Art of Listening 121Erik van de LooMentalizing 123Empathy and Intuition 126Listening with the Third Ear 129Transference, Counter-Transference, and Enactments 131Conclusion 134

8 The Dos and Don’ts of Coaching: Key Lessons I Learned as an Executive Coach 138Elisabet EngellauLesson 1: Be Specifi c about the Terms of the Coaching

Contract 143Lesson 2: Be Up Front about What Is

Non-Negotiable 144Lesson 3: Use Your Intuition/Counter-Transference

Reactions 145Lesson 4: Deal with Resistance Up Front 145Lesson 5: Play Resistance Judo 146Lesson 6: Have a Systemic Point of View 146Lesson 7: Always Support Self-Efficacy 147Final Refl ections 147Aft erword 150

xii Contents

Part IV Coaching in Organizations

9 Coaching: A Chairman’s Point of View 155Stanislav ShekshniaChallenges of a Non-Executive Chairman 156Diff erent Worldviews and Models of Success 157A Question of Narcissism 157Chief Facilitator 159Action in the Boardroom—and Outside It 167A Chairman’s Refl ections on Coaching 169Appendix 1 Board Rules 172Appendix 2 Board’s Evaluation Forms 173

10 Leadership Coaching in Family Businesses 176Randel S. CarlockFamily and Business Paradigms 177Coaching and Consulting Competencies in the Family

Business Context 178Assessing and Understanding Family Business Systems 183Helping Families Explore Their Family System 186Creating the Family Business Genogram 187Assessing Your Performance as a Family Business Coach 192

11 Refl ections on Teaching Leaders to Coach: Using the Self as a Tool in Developing Others 195Roger Lehman and Konstantin KorotovMaking Sense of the Situation Using a Psychodynamic

Approach: A Coach’s Story 199Increasing Self-Understanding through Learning to Listen to

Others 203

Part V Contemporary Issues in Leadership Development and Coaching

12 Coaching Executives Across Cultures 213Ann Houston KelleyLayers of Culture 214Dealing with Complexities 215Experience Is the Best Teacher 218A Delicate Balance of Art and Science 227

xiiiContents

13 Executive Stress—Taboo or Opportunity for Change? 230Caroline Rook, Thomas Hellwig, and Elizabeth Florent-TreacyExecutive Stress 231Coaching and Stress 232Evaluating Stress 233Case Vignettes 235

14 Coaching Across the Gender Divide—Creating People-Friendly Organizations 241Manfred F. R. Kets de Vries, Caroline Rook, and Elisabet EngellauCoaching Women to Navigate the Glass Labyrinth of

Female Leadership 242Creating People-Friendly Organizations 244Coaching to Create People-Friendly Organizations 249Final Thoughts 250

Conclusion: Toward Authentizotic Organizations 253Manfred F. R. Kets de VriesDreaming of Cockaigne 253Being Authentic 255Challenges for Educators, Coaches, and Consultants 259

Index 263

A free pdf containing material that was published in the first edition of this book but which has not been republished in this edition can be found on the Palgrave website. Please visit www.palgrave.com and search for “Coach and Couch”.

xiv

List of Figures and Tables

Figures

3.1 The systems perspective 46

3.2 Linear causality 49

3.3 Multi-causality, multi-directionality, and equi-finality 50

3.4 Unique stochastic process 50

3.5 Circular causality 52

3.6 Positive feedback → escalation 52

3.7 Escalation corrected by negative feedback → homeostasis 53

3.8 Law of the eternal triad 56

3.9 Hypothetical relationship maps 60

10.1 Overlapping advisory roles in the family business context 179

10.2 Exploring your coaching toolkit 180

10.3 A blank family business genogram chart 187

Tables

10.1 The values and behaviors of family and business systems 177

10.2 Family rules govern how a family organizes and functions 185

xv

Preface to the Second Edition

It is eight years since the first edition of this book was published, and the field of executive coaching keeps on growing. The estimated annual revenue from coaching is now $2 billion worldwide.1 Rather than a response to spe-cific events, executive coaching has now become an integral part of leadership development practices in many organizations.2 Globalization, economic chal-lenges, ethical crises, and environmental concerns force businesses to be more dynamic environments, and leadership is crucial in these transformations.3 Coaching for high potentials and high performers is popular. There seems to be consensus among employers that there is not enough leadership talent to meet the needs of the contemporary organization,4 let alone the organization of the future. In large growing economies like China, Brazil, and India, among others, there is demand for developing young leadership talent.5

Over the last decade, research on coaching has increased significantly, with more and more empirical investigation of the active ingredients of successful coaching.6 Professionals from different backgrounds—such as management, psychology, or sport—bring a wide range of coaching models and ways of prac-ticing with them.7 Therefore there is still a need to explore a proven research-based approach that has been successfully used to create top-performing leaders by facilitating in-depth change in their leadership capabilities.

In the first edition of this book we described coaching as something of a “Wild West.” That still holds true, even though bodies like the International Coaching Federation aim to establish professional standards. The intense interest in coaching means that it is attractive to become a coach. According to the latest available figures (2012), there are an estimated 47,500 profes-sional coaches working worldwide.8 Nevertheless, coaching is still a young profession that is at the beginning of the regulation process.

In our leadership development research and practice we have found that continuous learning that goes beyond acquiring particular skills and tools is

xvi Preface to the Second Edition

needed for excellent leadership. Most leaders already know what they should be doing. What is holding them back is the lack of personal development.9 Coaching seems particularly relevant as a developmental aid to create top performing leaders and thriving organizations. Excellent organizations have excellent human capital—top performers want challenges, excitement, continuous learning activities, and top-rank pay and benefits, and to be able to work in enabling environments. Leaders are essential for the creation of organizational cultures that will help the organization flourish, not just in terms of the triple bottom line, but also in terms of the welfare of its employ-ees and the community in which the business is situated. In the previous edition of this book, which we wrote in the shadow of a number of corporate scandals, we called for authentic and responsible leaders. We have to repeat that call here, as we emerge from the fallout from the recent banking crisis: the same leadership development challenges remain and, in addition, work-place stress seems to be endemic across the world’s workforce. Researchers and practitioners are still trying to find answers to how we can create working environments where people have a sense of autonomy, the ability to grow, and have meaningful, trusting relationships.

More and more organizations are characterized by flat networking structures that span several temporal and virtual dimensions. These bring advantages with them but also challenges, especially information overload and the need for constant availability. CEOs receive hundreds of emails at any time of the day or night; with smart phones and other devices we can be at work even while nominally relaxing at the beach. With work happening 24/7 around the world, people are resistant to switching off their mobile devices outside of work to rest or get a good night’s sleep. The home–work boundary disap-pears. Executives are also subject to frequent change and pressures from all sides in a complex environment, loneliness at the top, feelings of insecurity, and often extensive travel and time away from family and friends. They need to continuously develop their leadership capacity and revitalize themselves if they are to avoid being left behind or burning out.

With a growing global workforce, effective working practices are created by leaders who recognize and tap into the diversity of their own and their employees’ abilities and experiences. However, this requires a holistic approach to individuals. Successful leaders need to be reflective practitioners who pay attention to often hidden psychosocial dynamics that influence how people relate to and work with each other.

The executive coaching landscape has changed since the previous edition of this book appeared and 360 degree feedback and group coaching are now

xviiPreface to the Second Edition

widely used. Since then we have also published The Coaching Kaleidoscope (Palgrave, 2010), which takes a closer look at what happens in the transfor-mation process triggered by coaching. However, there is increasing demand for understanding about how coaching can be used to develop leaders and create successful and enabling organizations. We have addressed these changes and demands in this second edition and have restructured and updated the book—for example, we include a section on contemporary leadership development and coaching issues that examines new insights into the psychology of making better leaders. Issues explored in the first edition, such as the development of coaching as an integral part of executive educa-tion, the advantages of 360 degree feedback, and the journey to becoming an executive coach, are now available as additional reading resources on the website that accompanies this book.

Knowledge Base and Data Collection

In this book we bring together academics and development professionals who work with the INSEAD Global Leadership Center (IGLC) and the Center for Leadership Development Research (CLDR) at ESMT. Manfred Kets de Vries and his associates set up IGLC in 2003 to provide research-based executive lead-ership development courses with a practical, applied orientation. These courses are an essential step in the process of creating highly effective reflective leaders who are aware of their strengths and weaknesses and want to create results-driven, sustainable organizations that put people first. The IGLC coaching and teaching methodology has since expanded to programs and research at ESMT and other educational institutions, testifying to the value of the approach.

By sharing research methodologies and insights and describing intervention and change techniques, we hope to contribute to the exploration of how extraordinary leaders and thriving organizations are created. The research and practice of the contributors to this book have shown that psychody-namic coaching can make an immensely powerful contribution to leadership development.

Intended Audience

The purpose of this book is to share our research findings and practical methods with interested academics, executives, leadership coaches, and

xviii Preface to the Second Edition

consultants working with organizational leaders who are faced with the daily task of setting and meeting their own and their followers’ expectations for achievement.

We have written this book for executives concerned with maximizing their own potential as leaders of organizations; leaders in charge of succession planning in their companies; human resource management and training professionals interested in effective and efficient leadership development efforts; leadership development consultants and executive coaches; families who own or control businesses and the advisors who work with them; faculty who teach leadership courses; academics conducting research on leadership topics; and MBA students and graduate students in the fields of organiza-tional behavior, human resource management, organizational development, entrepreneurship, and strategy.

Book Outline

Introduct ion: A Psychodynamic Approach to Leadership Development

Manfred F. R. Kets de Vries, Konstantin Korotov, Elizabeth Florent-Treacy, and Caroline Rook

The introductory chapter outlines the leadership development challenges faced by human resources and development professionals in helping executives in the journey to personal and organizational change. The authors provide an overview of their data collection methods and introduce the approaches, methods, and instruments described in subsequent chapters.

Part I: Conceptual Frameworks

Chapt er 1 The Clinical Paradigm: A Primer for Personal Change

Manfred F. R. Kets de Vries and Konstantin KorotovThe goal of this chapter is to introduce the four premises of the clinical paradigm. The themes presented in this chapter reappear in greater depth in later chapters in the context of theoretical discussions and in practical applications of some of the ideas and methods described.

xixPreface to the Second Edition

Chapt er 2 Group Dynamics: What Coaches and Consultants Need to Watch Out for

Anton ObholzerAnton Obholzer provides readers with an understanding of psychodynamic patterns in group processes. How and why do people in groups act in func-tional and dysfunctional ways? The findings will be helpful to all managers working with and in teams, as well as for executive coaches and leadership development specialists using team settings.

Chapt er 3 Developmental Coaching from a System’s Point of View

Theo CompernolleIt is impossible for a coach to know how an executive team functions based solely on information from and about its individual members. The team as a whole is not the sum of its parts; it is something totally different. In this chapter, Theo Compernolle explores the qualities of the systems point of view by taking into account the relationships between interacting team members.

Part II: Coaching Program Design

Chapt er 4 Transformational Executive Programs: An Owner’s Manual

Manfred F. R. Kets de Vries and Konstantin KorotovSpecific needs of executives have to be taken into consideration in the design and delivery of executive development programs and coaching interventions. This chapter presents a conceptual framework to guide program directors, teachers, facilitators, and coaches in creating courses that allow participants to work on personal and professional issues while simultaneously helping other executives learn from their own experience.

Chapte r 5 The Case for Not Interpreting Unconscious Mental Life in Consulting to Organizations

Abraham ZaleznikIn this chapter, Abraham Zaleznik describes the boundaries between psy-choanalysis and coaching. He argues that the main use of psychoanalytic psychology in consulting work is for observation and understanding on the part of the consultant who as an advisor has to be extremely discreet in making unconscious processes conscious.

xx Preface to the Second Edition

Chapter 6 Executive Education from the Participant’s Point of View

Konstantin KorotovThis is a chapter on research and practice in identity laboratories—special environments in which participants can stage identity “experiments” to help them consider new directions for their lives, get feedback from mentors and fellow experimenters, and develop transitional objects or tools that allow them to make a bridge between experimentation in the “laboratory” and the real world. Konstantin Korotov discusses the use of identity laboratories in education, leadership development, and coaching situations.

Part III : The Process of Coaching

Chapter 7 The Art of Listening

Erik van de LooErik van de Loo shares his research and practice on the role of listening and talking in helping people identify their strengths and weaknesses. He also shares his techniques for evaluating the personality traits that contribute to leadership success or failure. The chapter presents both concepts and tech-niques for constructive dialogue in leadership development.

Chapter 8 The Dos and Dont’s of Coaching: Key Lessons I Learned as an Executive Coach

Elisabet EngellauIn this chapter, Elisabet Engellau shares her professional insights with aspiring lead-ership coaches, drawing lessons from her many years of experience working with individual executives, teams of young potential top executives, executive teams, and company boards. This chapter will also be helpful for “consumers” of coaching services as a guide for structuring their relationships with an executive coach.

Part IV: Coaching in Organizations

Chapter 9 Coaching: A Chairman’s Point of View

Stanislav ShekshniaStanislav Shekshnia discusses the challenges of coaching board members. He describes the journey he made with the members of the board of a Russian

xxiPreface to the Second Edition

power and coal generation company as they worked together to become more effective in their roles.

Chapter 10 Leadership Coaching in Family Businesses

Randel S. CarlockThis chapter focuses on psychological processes in family firms and coaching in family firm environments. Randy Carlock provides insights into opportuni-ties and challenges in these complex organizations, which will be of particular interest to families who own or control a business, and family business service providers and advisors.

Chapter 11 Reflections on Teaching Leaders to Coach: Using the Sel f as a Tool in Developing Others

Roger Lehman and Konstantin KorotovIn this chapter, the authors discuss how executives and professionals become clinically oriented coaches. The authors’ discussion of designing and running programs for coaches-in-training and coaching-oriented executives will be of value to people looking to create an in-depth coaching experience.

Part V: Contemporary Issues in Leadership Development and Coaching

Chapter 12 Coaching Executives Across Cultures

Ann Houston KelleyThe ability to coach effectively across cultures is a key competency for today’s international executives. These executives must understand the cultural com-plexities of the global marketplace and steer their organizations in a rapidly changing world. Using case examples, Ann Houston Kelley illustrates that doing this well is both a science and an art.

Chapter 13 Executive Stress—Taboo or Opportunity for Change?

Caroline Rook, Thomas Hellwig, and Elizabeth Florent-TreacyProfessionals in executive education increasingly find themselves having to coach or mentor people with high stress levels. This poses challenges, as executive stress seems to be both normalized and taboo. In this chapter the

xxii Preface to the Second Edition

authors explore how to detect and address executive stress in a coaching setting.

Chapter 14 Coaching Across the Gender Divide—Creating People-Friendly Organizations

Manfred F. R. Kets de Vries, Caroline Rook, and Elisabet EngellauIn this chapter, the authors discuss how coaches can enable female execu-tives to navigate the glass labyrinth of female leadership. However, coaching women is not enough; the organizational structure and culture in which women live and function also needs to be addressed. Only by coaching men and women alike can people-friendly organizations that harness the strengths of both sexes as individuals be created.

Conclusion: To ward Authentizotic Organizations

Manfred F. R. Kets de VriesThis concluding chapter takes us beyond the “leader on the couch” to apply lessons learned. Manfred Kets de Vries discusses humane and effective leaders who make their organizations best places to work, where people are prepared to make an extraordinary contribution. He explores ways to create effective, humane, and sustainable organizations.

Notes

1. International Coaching Foundation (2012). Total Revenue from Coaching Reaching Almost $2 Billion. Retrieved from http://coachfederation.org/prdetail.cfm?ItemNumber=1975

2. PricewaterhouseCoopers (2013). 2013 Organizational Coaching Study. Retrieved from http://coachfederation.org/orgstudy

3. De Rue & Myers (2014). Leadership development: A review and agenda for future research. In D. Day (Ed.), Oxford Handbook of Leadership and Organizations (pp. 832–58). Oxford, New York: Oxford University Press.

4. Ibid.5. Coutou, D. & Kauffman, C. (2009). What can coaches do for you? Harvard

Business Review, 87(1), 91–7.6. Grant, A.M. (2008). Workplace, Executive and Life Coaching: An Annotated

Bibliography from the Behavioural Science Literature, Coaching Psychology Unit, University of Sydney, Australia. Retrieved from http://www.instituteofcoaching.org/images/pdfs/CoachingResearchStudiesList.pdf

xxiiiPreface to the Second Edition

7. de Haan, E., Duckworth, A., Birch, D., & Jones, C. (2013). Executive coaching outcome research: The contribution of common factors such as relationship, personality match, and self-efficacy. Consulting Psychology Journal: Practice and Research, 65(1), 40–57.

8. International Coaching Foundation (2012). 2012 ICF Global Coaching Study Reveals True Size of a Growing Industry. Retrieved from http://coachfederation.org/prdetail.cfm?ItemNumber=1971&_ga=1.141710129.2031508583.1429015511&RDtoken=41345&userID

9. Petrie, N. (2014). Vertical Leadership Part 1. Centre for Creative Leadership. White Paper. Retrieved from http://www.ccl.org/Leadership/pdf/research/VerticalLeadersPart1.pdf

xxiv

Acknowledgments

This book owes its existence to generous contributions from a vast number of people. First and foremost are the executives in our executive education programs, research studies, and consulting work who have examined their own “inner theater” with honesty and perspicacity and shared their insights with us and one another. Through their feedback, they have made it possible for us to develop new and better programs and tools. We particularly appreci-ate those who have kept in touch over the years, telling the stories of their progress. Sine qua non—without them, nothing.

We gratefully acknowledge the chapter authors, each of whom brings a different angle to the exploration of effective leadership development. Their generous willingness to share research methodologies and insights from different intervention and change techniques enabled us to explore how extraordinary leaders and thriving organizations are created.

We are also grateful for the generous institutional support of INSEAD and ESMT. Furthermore, we would like to acknowledge the tremendous job accomplished by our editor at Cambridge Editorial, Sally Simmons. We are also thankful for the support from Josephine Taylor and Stephen Partridge at Palgrave in producing this second edition.

Last, but not least, the contributors to this book would like to acknowledge the leadership of Manfred Kets de Vries. Guided by his original vision, whether in executive programs, research endeavors, interactions with business practitioners, coaches, and educators, or consulting activities, we are surrounded by motivated, autonomous people who are excited about what they do, together creating a sense of community that makes our working lives more fun and more meaningful.

MANFRED F. R. KETS DE VRIES, KONSTANTIN KOROTOV, ELIZABETH FLORENT-TREACY, AND CAROLINE ROOK

Fontainebleau and Berlin, May 2015

xxv

Notes on Contributors

Editors

Manfred F. R. Kets de Vries brings a different view to the much- studied subjects of leadership and the dynamics of individual and organizational change. Bringing to bear his knowledge and experience of economics (Econ. Drs., University of Amsterdam), management (ITP, MBA, and DBA, Harvard Business School), and psychoanalysis (Canadian Psychoanalytic Society, Paris Psychoanalytic Society, and the International Psychoanalytic Association), Kets de Vries scrutinizes the interface between international management, psychoanalysis, psychotherapy, dynamic psychiatry, and leadership coaching. His specific areas of interest are leadership, career dynamics, executive stress, entrepreneurship, family busi-ness, succession planning, cross- cultural management, high-performance team building, and the dynamics of corporate transformation and change.

Kets de Vries is the Distinguished Clinical Professor of Leadership Develop-ment and Organizational Change at INSEAD, France, Singapore, and Abu Dhabi. He was the Founder of INSEAD’s Global Leadership Center, one of the largest leadership development centers in the world. In addition, he is program director of INSEAD’s top management program, “The Challenge of Leadership: Developing Your Emotional Intelligence,” and Scientific Director of the Executive Master’s Program “Consulting and Coaching for Change” (and has five times received INSEAD’s distinguished teacher award). He is also the Distinguished Visiting Professor of Leadership Development Research at the European School of Management and Technology (ESMT) in Berlin. He has held professorships at McGill University, the Ecole des Hautes Etudes Commerciales, Montreal, and the Harvard Business School, and he has lec-tured at management institutions around the world.

The Financial Times, Le Capital, Wirtschaftswoche, and The Economist have rated Manfred Kets de Vries among the world’s leading leadership scholars.

xxviNotes on Contributors

Kets de Vries is listed among the world’s top 50 leading management thinkers and is among the most influential contributors to human resource management.

Kets de Vries is the author, co- author, or editor of more than 40 books, includ-ing The Neurotic Organization; Leaders, Fools and Impostors; Life and Death in the Executive Fast Lane; The Leadership Mystique; The Happiness Equation; Are Leaders Born or Are They Made? The Case of Alexander the Great; The New Russian Business Leaders; Leadership by Terror: Finding Shaka Zulu in the Attic; The Global Executive Leadership Inventory; The Leader on the Couch; Coach and Couch; The Family Business on the Couch; Sex, Money, Happiness, and Death: The Quest for Authenticity; Reflections on Leadership and Character; Reflections on Leadership and Career; Reflections on Organizations; The Coaching Kaleidoscope; The Hedgehog Effect: The Secrets of High Performance Teams; and Mindful Leadership Coaching: Journeys into the Interior. Two further books are in preparation.

In addition, Kets de Vries has published over 400 scientific papers as chapters in books and as articles. He has also written approximately 100 case studies, including seven that received the Best Case of the Year award. He is a regu-lar contributor to a number of magazines. He writes blogs for the Harvard Business Review and INSEAD Knowledge. His work has been featured in such publications as The New York Times, The Wall Street Journal, The Los Angeles Times, Fortune, BusinessWeek, The Economist, The Financial Times, and The International Herald Tribune. His books and articles have been translated into 31 languages.

Kets de Vries is a member of 17 editorial boards and has been elected a Fellow of the Academy of Management. He is a founding member of the International Society for the Psychoanalytic Study of Organizations (ISPSO), which has honored him with a lifetime membership. Kets de Vries is also the first non- American recipient of the International Leadership Association Lifetime Achievement Award for his contributions to leadership research and development; he is considered one of the world’s founding profession-als in the development of leadership as a field and discipline. The American Psychological Association has honored him with the Harry and Miriam Levinson Award (Organizational Consultation division) for his contribu-tions to the field of consultation. In the Netherlands, he has been awarded the Freud Award for his contributions at the interface of management and psychoanalysis. He has also received the Vision of Excellence Award from the Harvard Institute of Coaching. In addition, he is the recipient of two honorary doctorates.

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Kets de Vries is a consultant on organizational design/transformation and strategic human resource management to leading US, Canadian, European, African, and Asian companies. As a global consultant in executive leader-ship development his clients have included ABB, ABN- AMRO, Accenture, Aegon, Air Liquide, Alcan, Alcatel, ATIC, Bain Consulting, Bang & Olufsen, Bonnier, BP, Cairn, Deutsche Bank, Ericsson, GE Capital, Goldman Sachs, Heineken, Hudson, HypoVereinsbank, Investec, KPMG, Lego, Liberty Life, Lufthansa, Lundbeck, McKinsey, National Australian Bank, Nokia, Novartis, Novo Nordisk, Origin, SABMiller, Shell, SHV, Spencer Stuart, Standard Bank of South Africa, Troika Dialog, Unilever, and Volvo Car Corporation. As an educator and consultant he has worked in more than 40 countries. In his role as a consultant, he is also the founder of the Kets de Vries Institute (KDVI), a boutique leadership development consulting firm.

The Dutch government has made him an Officer in the Order of Oranje Nassau. He was the first fly fisherman in Outer Mongolia and is a member of New York’s Explorers Club. In his spare time he can be found in the rain-forests or savannahs of Central Africa, the Siberian taiga, the Pamir and Altai Mountains, Arnhemland, or within the Arctic Circle.

Konstantin Korotov is Associate Professor and Director of the Center for Leadership Development Research at ESMT (Berlin, Germany). He conducts research and writes on leadership and leadership development, coaching, careers, and executive education. With over 20 years of leadership develop-ment experience and expertise in the theory and practice of coaching, Konstantin Korotov is a highly sought-after educator for both executives and coaches. He is the founder of the legendary annual ESMT-KDVI Coaching Colloquium, which brings together the world’s most advanced coaching talent for mutual learning and development of the coaching profession.

Korotov has worked with executives from Allianz, BAT, Bosch, Daimler, Deloitte, Deutsche Bank, Deutsche Telekom, EY, Gazprom, Heraeus, HSBC, KPMG, Lufthansa, MAN, Rosatom, Russian Railroads, Siemens, Symrise, and Thyssen-Krupp, among others. He teaches in MBA and Executive MBA pro-grams and runs open enrollment leadership programs at ESMT. Konstantin is a holder of multiple awards for excellence in teaching, research, and case writing. He has a PhD from INSEAD, master’s degrees from INSEAD and NYU, and an undergraduate degree from Moscow Linguistic University.

Elizabeth Florent-Treacy is a senior lecturer at INSEAD Fontainebleau, France, and INSEAD Dutch Alumni Research Fellow in Leadership, Diversity, and Governance. She is part of the faculty team in INSEAD’s Executive Master in

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Coaching and Consulting for Change degree program. She supervises thesis projects in this program, working with participants to design and carry out projects that combine academic rigor with real-world application. Her own research takes a psychodynamic approach to the exploration of leadership in organizations, executive group coaching, and experiential learning in leader-ship development executive education programs. She has contributed to the development of qualitative and quantitative 360 degree leadership survey feedback instruments for individuals, teams, and organizations. She also cre-ates innovative content and methods for leadership development modules and programs delivered at the INSEAD Global Leadership Center. She has worked in close collaboration for over 20 years with Manfred Kets de Vries at INSEAD.

Experienced in individual and group coaching with senior executives, Liz also works as an executive coach and program facilitator in the areas of leadership development and family business. She holds an INSEAD Executive MA degree in Coaching and Consulting for Change, awarded with Distinction.

Caroline Rook is Senior Lecturer in Human Resources Management and Leadership at Lord Ashcroft International Business School, Cambridge, UK. Her research investigates leadership and wellbeing in organizations, authenticity in the workplace, executive stress, and issues of coaching and resilience. She has been involved in research and practice related to leadership, wellbeing, authenticity, and coaching for some years at INSEAD (France) as Research Fellow and Visiting Scholar and at the University of Exeter Business School, Centre for Leadership Studies, as a PhD researcher. She also has experience in the field of human resources management and consulting from internships at Kienbaum Management Consultants GmbH and Porsche Cars Great Britain Limited. She is involved in consultancy work provided by Lord Ashcroft International Business School.

Caroline holds a degree in psychology (majors in industrial/organizational psychology, clinical psychology, and communication psychology) from the Friedrich-Schiller University, Jena, Germany and is a member of the Academy of Management and International Society for the Psychoanalytic Study of Organizations.

Contributors

Randel S. Carlock is INSEAD’s first Berghmans Lhoist Chaired Professor in Entrepreneurial Leadership, and founding Director of the Wendel

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International Centre for Family Enterprises and the Family Enterprise Challenge Executive Program (INSEAD, France and Singapore). He has an MA in edu-cation and training, an MBA in strategic management (1983), and a PhD (1991) in organization development. He has also completed a postgraduate certification in family therapy at the Institute of Psychiatry, King’s College, University of London (1998), and a certificate in psychodynamic coun-seling at Birkbeck College, University of London (1999). He was awarded a Certificate in Family Business Advising with Fellow Status in 2001 by the Family Firm Institute, Boston, MA (USA). Randy has spent 25 years in business, serving first as an executive with Dayton-Hudson (now Target Corporation) and then as a CEO and chairman of a NASDAQ-listed corpo-ration he founded. He is a consultant and adviser to several of the world’s largest family businesses.

Theo Compernolle holds the Suez Chair on Leadership and Personal Development at the Solvay Business School of the Université Libre de Bruxelles, and is a medical doctor, neuropsychiatrist, and psychotherapist. He is an expert on individual and corporate stress management and the emotional and relational aspects of leadership. He consults, trains, teaches, and coaches executives and entrepreneurs in companies and business schools. He has published several books (including three bestsellers) and more than 100 articles. He was a manager himself, as the director of inpatient and outpatient hospital departments. He is associated with INSEAD Global Leadership Center (IGLC) as a visiting professor and coach.

Elisabet Engellau is Adjunct Clinical Professor of Management at INSEAD. As Program Director at the INSEAD Global Leadership Centre (IGLC), she focuses on leadership development and coaching in executive programs. She has held faculty positions at McGill University Faculty of Management, Harvard University, and Concordia University Montreal and been visiting faculty at the Center for Creative Leadership at the Stockholm School of Economics, and Prince Sultan University in Riyadh.

Elisabet is co-author of Doing an Alexander: Lessons on Leadership by a Master Conqueror (2004) and a contributing author to Conversations in Leadership: South African Perspectives (2004) and The Handbook of Leadership Theory and Practice (2009). She has also produced and directed video films for management education and designed 360 degree feedback instruments that are used in leadership development.

She is co-founder of the Kets de Vries Institute (KDVI), a boutique consult-ing company with a clinical orientation that delivers tailor-made leadership

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development, coaching, and consulting services to organizations around the world. She also provides individual coaching to business owners and top executives.

Thomas Hellwig, Adjunct Professor at INSEAD, works as an independent consultant, executive coach, and a program director for INSEAD. He is a trained physician with a doctorate in psychotherapy and an MBA from INSEAD. As a medical doctor (cardiology, cancer, pediatrics, and emergency medicine) who worked for more than a decade in leading European hospitals, Thomas leverages his insights from leading high-performing medical teams in stressful situations. As an executive coach he works with senior executives, individually and in groups, and coordinates health and wellness sections in executive programs for top management. His recent teaching and research focus on change management (team and organizational dynamics), coaching effectiveness and health and stress management.

Ann Houston Kelley is Managing Partner with Nomadic Life Management Consultants. During her stay in Europe for more than 17 years, she has devel-oped a successful European consulting firm with a Dutch business partner. Nomadic Life assists international organizations in using differences to “get the job done.” Her key area of expertise lies in coaching senior executives and their globally dispersed teams on effectiveness and change management issues. She is trained as an economist and family systems psychotherapist, and is a senior associate of the Centre for Creative Leadership and a coach with IGLC. She is a member of the Worldwide Association of Business Coaches, the International Society for the Psychoanalytic Study of Organizations, the Society for Intercultural Education, Training and Research, and the American Psychological Association.

Roger Lehman is Affiliate Professor of Entrepreneurship and Family Enterprise at INSEAD, where he designs and teaches both open and company-specific programs, providing a focus on leadership, personal and professional development, and high-performance teams. As co-designer and program director of INSEAD’s Executive Masters in Consulting and Coaching for Change (EMCCC) program, he is deeply involved in supporting transforma-tional leadership processes on INSEAD’s campuses in France and Singapore. Roger’s clinical, teaching, and organizational consulting career spans more than 35 years. He has held a variety of staff and leadership positions in both public and private institutions, where he provides coaching and consultancy to a wide variety of multinational, governmental, and NGO organizations in the USA, Europe, Africa, the Middle East, and Asia. He is a licensed clinical psychologist (Indiana, USA) and a psychoanalyst, and is a member of the

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American Psychological Association, the German Psychoanalytic Society, and the International Psychoanalytic Association.

Anton Obholzer has trained as a medical doctor, psychiatrist, psycho-analyst, and group and organizational consultant. He was Director of the Tavistock Centre, London, from 1985 to 2002. He is a visiting professor at the Universities of Vienna, Graz, and Innsbruck, and a senior faculty member at the INSEAD Global Leadership Center (IGLC). During his career he has increasingly moved into the application of psychological understanding in the management and leadership of organizations. His consultancy experience cov-ers a wide range of commercial, banking, and public sector organizations. The main emphasis of his work and publications is on “below the surface” uncon-scious factors that cause resistance to change. Anton has worked with chief executives and senior management as a mentor, coach, and organizational consultant in the UK, Scandinavia, Germany, Austria, France, Italy, Spain, and South Africa.

Stanislav Shekshnia is Affiliate Professor of Entrepreneurship and Family Enterprise at INSEAD. He spent ten years as a business executive and entre-preneur in France, the USA, Russia, and Central Europe. He holds a master’s (economics) and PhD from Moscow State University and an MBA from Northeastern University in Boston. From 1991 to 2002 Shekshnia held posi-tions as Director of Human Resources, Central and Eastern Europe, for Otis Elevator; President and CEO, Millicom International Cellular, Russia, and CIS; Chief Operating Officer of VimpelCom; and CEO of Alfa-Telecom. He served as chairman of VimpelCom-R and was a board member of a number of Russian companies. In 2002 Stanislav co-founded Zest Leadership inter-national consultancy. With Zest Leadership he concentrates on leadership, leadership development, organizational development, and intercultural management. He is the author, co-author, or editor of five books and has pub-lished book chapters, articles, executive commentaries, interviews, and case studies on entrepreneurship, leadership, people management, intercultural management, and business and management in Russia.

Erik van de Loo is Affiliate Professor of Organizational Behavior at INSEAD, where he has been co-director of the Executive Masters in Consulting and Coaching for Change program in France and Singapore since 2002. He is Visiting Professor of Leadership and Behavior at the Governance Lab of Tias School for Business and Society, Tilburg University, in the Netherlands. From 2012 to 2015 he held the Tun Ismail Abdul Chair of Leadership at UNIRAZAK in Kuala Lumpur. He is partner and co-founder of the Phyleon Center for

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Leadership and Change in The Hague. Erik is a graduate in clinical psychology, has a PhD in social sciences from Leiden University, and a master’s in Work and Organization in Occupational Health from SIOO. A licensed psychothera-pist and psychoanalyst, he is a member of the International Psychoanalytical Association, the Dutch Society of Psychoanalysis, and the International Society for Psychoanalytic Study of Organizations. His current research explores the interaction between executive and nonexecutive board members at the very top of organizations. He is the co-author of Corporate Governance and Boards: System and Behavior (2015).

Abraham Zaleznik (1924–2011) was the Konosuke Matsushita Professor of Leadership (Emeritus) at Harvard Business School. In recognition of his 43 years as a member of the Faculty, the Harvard Business School Alumni Association presented him with the Distinguished Service Award in 1996. During his career at Harvard Business School, Professor Zaleznik authored or co-authored 14 books and numerous articles. His article entitled “Managers and Leaders: Are They Different?” received the McKinsey Award for the best Harvard Business Review article in 1977 and was republished as a classic in 1992. Many other articles received similar recognition. A practicing psycho-analyst, Abraham Zaleznik was also engaged in consulting work on organi-zational planning, succession, and the resolution of conflict in organizations. This book is dedicated to his memory.