BOOK :: TEC Coaches

In Transformational Executive Coaching, Dr. Ted Middelberg outlines a comprehensive, innovative approach to coaching leaders at the executive level.

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While the book is designed to guide and support coaches as they raise the bar of executive coaching, it is also useful for human resources and organizational development leaders who select coaching programs, for executives who want to understand the additional value they can receive through a transformational model of executive coaching, and for organizational leaders who are responsible for the development of their executive leadership pool.

This book is structured to provide what, how, and why: what to do, how to do it, and why it is done. It is designed to facilitate the transfer of knowledge in a user-friendly way, with detailed information on the following:

The theories and applied research that underpin how the coaching model achieves sustained change
The seven stages of the coaching model
Processes used to implement the stages
Coaching skills required to execute the model successfully
Templates used to guide and track progress during the coaching engagement
An instrument employed to verify evidence-based results

What Professionals Who Coach Executives Have to Say

: “Executive coaching is not for the weak of heart! Transformational Executive Coaching takes away the fear of failing for the coach by providing a workable model for supporting and guiding goal-oriented leaders. The Seven-Stage Model gives a roadmap that allows both the coach and the client to trust the process and focus on the important work of achieving goals. It is a wonderful tool for those coaches who want to combine a practical understanding of theory with real world experiences.”

— Rebecca Sandifer, Ph.D., SPHR, ExecutiveTalk Solutions Coaching and Consulting
: “Change, accountability, results, and sustainability are all outcomes that executives expect—but don’t always get—from executive coaching. Transformational Executive Coaching introduces a seven-stage practical and replicable process for achieving those outcomes and more. Executives will like this book because of its focus on bottom-line results. It will be of interest to organizational development specialists as a guide to identify the factors that enable high performance. Most importantly, it will provide executive coaches with the tools, processes and approach to enhance their success in working with executive clients to reach and sustain their goals.”

— Barry V. Bales, Ph.D., Assistant Dean of Professional Development, LBJ School of Public Affairs, University of Texas at Austin
: “Ted Middelberg has taken his years of experience and education and melded them into a systems view of how executive coaches can improve the quality of their coaching. Using simple explanations, case studies, illustrative details, and a comprehensive model that demystifies the coaching process, Middelberg demonstrates how coaching helps to transform individuals and organizations into powerful synergistic partners.”

— Dr. Thomas Sechrest, Associate Dean, Director, Master of Science in Organizational Leadership & Ethics Program, School of Management and Business, St. Edward’s University
: “Even the seasoned executive coach will want to read Transformational Executive Coaching which provides a new way of thinking about becoming an effective executive. Middelberg offers original concepts as well as the framework for delivering results and concrete steps to achieve and measure those results. Anyone with a role in improving the effectiveness of executives will want to understand this structured approach which, more than traditional methods, assures measurable progress.”

— Nancy Anderson, former CEO TRADE, Inc, former General Manager, Hewlett Packard
: “Dr. Middelberg’s approach to feedback (interviews by the facilitator) is a significant improvement to the traditional 360 approach (standardized rating forms). Not only does it dig deeper into colleagues’ perceptions, but it also offers an approach to upping the odds that developmental change will occur and take hold by having the individual’s colleagues weigh in with feedback on an on-going basis.”

— Bernard Liebowitz. Ph.D., Certified Master Coach, President, Liebowitz & Associates, PC

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