Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide
1

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2



Finding the definition of leadership

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3



An act or instance of leadingwhere individuals are molded intoa team

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide4

The act of inspiring subordinates
to perform and engage inachieving a goal

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5



Leadership is a process whereby
an individual influences a group ofindividuals to achieve a common
goal

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

Definitions are similar but notunifiedRather than focusing on existing
definitions, what about approaches
that could be taken to solve
leadership problems

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide7



Similar problem with bothapproaches and definitions: No
single approachSlide8

Focus on the basic issues instead:
Are leaders born or are theymade?
Some believe that leadership
cannot be taught.
That coaching and mentoring canonly be used to further develop
leadership that already exists
within the person.
OBM believes that leaders can bemade.
People engage in behaviors that
we identify as leadershipbehaviors.
And if it is behavior, then we canteach it

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu

Slide9Slide
10Leadershipwith OBM

Slide11

Leadership without OBM
Behavioral problems
Lacks clear consequences or uses
inappropriate consequences
Absent or inconsistentmeasurement
Leadership is sometimes confusedwith likability, but likability is not astrong predictor

Leadership with OBM
Higher performance fromsubordinates
Positive attitudes about theleader/supervisor and theorganization
Higher profits

If likeability is not a defining factor
of what makes a leader effective,then what really separates theeffective from the ineffective
leader?

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.eduSlide12

Effective vs. ineffective• Monitor theiremployees– Work Sampling– Self-report• Provide a variety ofconsequences– Positive, negative andneutral• Active in the workplace

Findings of KomakiWarning: Be attentive, but takecare to not be overbearing as aleaderAMC sequence: Antecedents,Monitors and Consequences.
This sequence is similar to theABCs of behavior, but where theABCs look at the performance ofemployees the AMCs look at theperformance of leaders.

• Less time spentmonitoring orproviding
consequences• Spend more time notcommunicating during
work-related
conversations• Often remain solitaryleader behaviors

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The importance of the AMC sequence• Effective leaders– Quickly delivers As and Ms– Provide feedback before delivering the Cs• Ineffective leaders– Spend a lot of time delivering antecedents– Stall monitoring

Monitor

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
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15

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An individualized approach consisting of

Now that we know the necessary
behaviors and behavior sequencethat needs to be seen in effective
leaders, how do we make leaders?

Definition of coaching aspresented by Tilka and Johnson,
2017.

Performance of telemarketers in asmall business
Demonstrated that thecombination of those components:
prompting, modeling anddifferential evaluative feedback led
to improvements in target
behaviors
Financially significant even when
taking into consideration the costof coaching services

prompting, modeling anddifferential evaluative feedback
regarding job performance that is provided
on an ongoing andfrequent basis to employees.

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17

Telemarketers ina small businessCoaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide
18



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19

Baseline

Percentage of Behaviors Correct

0.510090807060504030201001009080706050403020
10010090
80
70
60
5040302010010090807060
504030
20
100

10.5

Coaching Package

20.5

30.5

40.5

50.5

Sarah

Karen

CharleneKristin

135791113

15

17

19

21

2325

27

29

31

Customers Over Time

3335

37

39

41

43

45

47

49

51

Tilka & Johnson,
in press

The coaches in the study had no
previous sales experiences, butwere still able to be effective
coaches
People who have never been aleader could teach others how tobe effective leaders in anorganization
These same techniques can beapplied to leadership by targeting
the key behaviors that makeleaders effective.
What is even more interesting andpotentially valuable is that thesame coaching techniques can beused to coach effective leaders toalso be effective coaches, which
decreases the cost of coaching
services and develops anorganizational culture of strong
coaching and leadership practices.

During the intervention, the groupalmost doubled their baseline levelof final sales to opportunities forsales by simply adding thesecoaching techniques.

Coaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. JohnsonWestern Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide20

Behavioral coaching can makemuch more effective leaders,
resulting in both better outcomesand greater likeability

When looking at other leaders fortheir effectiveness it is important totake these into account.

Coachingcan create

new leaders

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KSAs of the followers

Other factors that contributeto leadership successCoaching the Leaders of Tomorrow
MEGAN IRELAND, Merrilyn Akpapuna, and Douglas A. Johnson
Western Michigan University
July 20th, 2017
Organizational Behavior Management: Origins, Applications, and Advantages Conference
Kinneret Academic College, Israel
Correspondence: megan.j.ireland@wmich.edu
Slide22





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23

Another consideration whether weare leaders or coaching leaders isthat they have a large amount ofpower in their organizations toeffect change and move thebusiness in the direction that it
wants to go, but with that power
comes ethical concerns.
OBM has traditionally been very
ethical in its conduct, but has given
the appearance of being unethicaldue to the language used.
We must continue to always be
ethical and ensure that we aretalking to others using words they
understand as well as showing
them the evidence that OBM
works.