Coaching leaders of Communities of Practice

There seems to be important distinctions for the CoP Leadership practice of their own development.  CoP Leaders often seek out conferences, read books and meet in forums to learn and/or further their craft.  However, there is often a missing link of an individual one on one relationships that allow for deeper commitment and deep work on behavior change.  As individuals we have assumptions, blind spots that can get called out with another individual (peer or coach) in the one on one relationship that is distinct.  We can often help to tease out possibilities that aren’t there from the inside to the outside with this type of interaction.

We found that a “coaching”  today is not a part of the environments for traditional management and leadership roles within most organizations today.  What we are noticing is that we have a model of ways that “we do work” in organizations today within a paradigm, versus a more social or self organizing model where we get our direction from peers or someone that they admire versus a formal manager within the matrix or organizational structure.