摘要：This article develops a theoretical framework for coaching-related issues,and two models are described.The first is the "Coaching Culture Characteristics in Leadership Style” model (3C model),which evaluates the characteristics of a coaching culture in the leadership style of organizations.The second model "Leader’s Impact on Culture” (LIC model) describes how the impact of leaders,relationship orientation in teams and task/change orientation are interconnected.In order to study the characteristics of a coaching culture in leadership style and the leader’s impact on culture,the authors conducted an empirical survey in 2015.Results indicate that most Estonian companies are in phase two of the 3C model.According to the survey results,the most important development areas for Estonian leaders are leader trustworthiness and behavior towards team members.
关键词：This article develops a theoretical framework for coaching-related issues,and two models are described.The first is the "Coaching Culture Characteristics in Leadership Style” model (3C model),which evaluates the characteristics of a coaching culture in the leadership style of organizations.The second model "Leader’s Impact on Culture” (LIC model) describes how the impact of leaders,relationship orientation in teams and task/change orientation are interconnected.In order to study the characteristics of a coaching culture in leadership style and the leader’s impact on culture,the authors conducted an empirical survey in 2015.Results indicate that most Estonian companies are in phase two of the 3C model.According to the survey results,the most important development areas for Estonian leaders are leader trustworthiness and behavior towards team members.
