Liderança organizacional: uma revisão integrativa brasileira Silva, Caio Pedrinho da; Paschoalotto, Marco Antonio Catussi; Endo, Gustavo Yuho
Revista Pensamento Contemporâneo em Administração,
03/2020, Letnik:
14, Številka:
1
Journal Article
Recenzirano
Odprti dostop
O presente artigo analisou de forma integrativa e sistêmica os trabalhos de liderança publicados em periódicos nacionais de 2010 a 2018 por meio da plataforma CAPES, onde foram filtrados os estudos ...de liderança com strings de busca e critérios de restrição em 3 etapas, gerando uma amostra final de 29 artigos. Os resultados apontaram que os assuntos mais abordados dentro da temática são a respeito dos estilos de liderança, com foco na transformacional e transacional; e temas como coaching e liderança feminina apresentaram poucos artigos. Ao final, esse estudo demonstrou uma agenda de pesquisa a ser seguida.
Researchers have explored the mental toughness that is associated with elite athletes as a concept relating to specific activities and sports; however, there is limited research concerning mental ...toughness among elite coaches. This study expanded previous research by investigating elite coaches' (N=22) perspectives of what attributes were most important for defining mental toughness in coaching. Results of coaching focus groups interviews yielded several themes which were incorporated into a definition of mental toughness of a coach. Mental toughness of a coach is a complex interaction of several characteristics: (1) a determined mindset; (2) resiliency; (3) confidence; and (4) a strong belief in the coach's system, processes, and actions; all of these characteristics result in consistent behaviors and emotional responses. Coaches were asked to list attributes that they felt were descriptive of the ideal mentally tough coach. Their list included confident, resilient, consistent, positive spirit, energetic, passionate, optimistic, adaptable, possessing inner strength, and patient. These attributes were discussed in consideration of coaches' rationale for these choices. Examining mental toughness can positively assist coaches seeking to become the best they can be.
The purpose of this article is to highlight a few principles from exercise science, focusing on fitness testing and athletic development, with specific attention on the components of health-related ...fitness (HRF).
The Coaches’ Handbook Passmore, Jonathan
2021, 20201013, 2020, 2020-10-13, Letnik:
1
eBook
This comprehensive practitioner guide provides an accessible evidenced based approach aimed at those new to coaching and who may be undertaking coach training for a certificate in coaching or ...professional credentials or accreditation with the AC, ICF, EMCC, CMI or ILM. The book will also be useful for those who want to enhance their coaching skills.
The Coaches' Handbook is edited by Jonathan Passmore, an internationally respected expert and executive coach, with chapters from leading coaching practitioners from across the world. The book is divided into seven sections. Section one examines the nature of coaching, its boundaries, the business case for coaching and how organisations can build a coaching culture. Section two focuses on deepening our self-understanding and understanding our clients, the non-violent communications mindset and the coaching relationship. Section three focuses on the key skills needed for coaching including goal-setting, powerful questions, active listening, using direct communications and the role of silence, emotions and challenge in coaching. Section four offers a range of coaching approaches including behavioural, person-centred, solution-focused, psychodynamic, neuroscience, narrative, positive psychology, out-door eco-coaching, team coaching, careers coaching and integrated coaching. Section five focuses on fundamental issues in coaching such as ethics and contracting and evaluation. Section six explores continuous professional development, reflection and the role of supervision, as well as how to establish your coaching business. The final section contains a host of coaching tools which practitioners can use to broaden their practice.
Unique in its scope, this key text will be essential reading for coaches, academics and students of coaching. It is an important text for anyone seeking to understand the best practice approaches that can be applied to their coaching practice, including human resources, learning and development and management professionals, and executives in a coaching role.
The term ‘digital coaching’ is widely used but ill-defined. The present study therefore investigates how digital coaching is defined and how it differentiates from face-to-face coaching and other ...digital-technology-enabled (DT-enabled) formats, such as digital training, digital mentoring, or digital consulting. A qualitative inductive approach was chosen for more in-depth and open-minded content. Based on previous studies on the importance of asking coaches working in the field, 260 coaches working in the field of digital coaching were surveyed. The given answers depict the importance of differing between forms of DT-enabled coaching. Thus,
digital coaching
is a DT-enabled, synchronous conversation between a human coach and a human coachee, which is different to
artificial intelligence
(AI) coaching and coaching that is supported by asynchronous digital and learning communication technologies. Due to this definition and differentiation, future studies can explore the digital coaching process and its effectiveness – particularly in comparison to other formats. Furthermore, this clear definition enables practitioners to maintain professional standards and manage client’s expectations of digital coaching while helping clients understand what to expect from digital coaching.
"In addition to providing an extensive analysis of strategies for changing performance and the factors that can impact coaching effectiveness, this book offers what may be a unique value: instead of ...promoting one approach as the best, Dr. Lennard guides readers through a highly customized process of developing our own individualized coaching model. As a result of the book's thought-provoking activities, I strengthened my own sense of personal authenticity and saw new ways to coach and collaborate fully with employees who may have very different perspectives." - Tita Theodora Beal, Learning & Development, Pfizer, Inc.
"This is a wise book. The essential take-away is simple and profound. Develop, refine, and apply your own (as in ownership) personalized coaching model. Much is provided; nothing is imposed. Readers are invited to reflect on unique and defining experiences, strengths, values, perspectives and style and to begin creating their own 'work in progress.' Coaching Models will be a compelling read for experienced coaches and new coach practitioners alike." - Bethene LeMahieu, Ed.D.; Professional Coach and Conversation Conservationist
Coaching Models: A Cultural Perspective encourages and assists students and practitioners of business coaching to develop and apply their own coaching models. The entire field of coaching will benefit from having coaches who use their models to continually improve their practice.
The first part of this book presents the model development process by looking at the relationship among culture, beliefs, and behavior in the coaching context. It explains the importance of identifying cultural factors that influence the way coaches approach coaching interactions, and their coaching models.
The second section provides coaches with information and strategies for developing personalized coaching models, applying them to specific contexts, and r
Written by two leading scholars in the field, this book is an essential guide to the theory and practice of coaching and mentoring. The 4th Edition features: New content on the definitional issues ...and the hybridization of coaching and mentoring Revised analysis on the research terrain of coaching and mentoring Careful consideration of the impacts of the Covid-19 pandemic on coaching and mentoring New and updated case studies and examples from a wide range of countries, including the USA, Africa, Saudi Arabia, Hong Kong, Russia, Australia, South America, the Czech Republic and Sri Lanka Updated activities, reflective questions and annotated further reading at the end of each chapter This book also comes with an Instructor's Manual and PowerPoint slides for lecturers to use in their teaching. Suitable reading for students on coaching and mentoring modules. Bob Garvey is Managing Partner of the Lio Partnership, a coaching and mentoring consultancy. Paul Stokes is a Principal Lecturer at Sheffield Hallam University and leads its MSc Coaching and Mentoring programme.
This book reviews the full coaching outcome research literature to examine the arguments and evidence behind the use of executive coaching. Erik de Haan presents the definitive guide to what works in ...coaching and what changes coaching brings about, both for individual coaches and for organisations and commissioners.Accessibly written and based on contemporary quantitative research into coaching effectiveness, this book considers whether we know that coaching works, and, if so, whom it works for, and what it offers to those involved. What Works in Executive Coaching considers the entire body of academic literature on quantitative research in executive and workplace coaching, assessing the significant results and explaining how to apply them. Each chapter contains direct applications to coaching practice and clearly evaluates the evidence, defining what really works in executive coaching.Alongside its companion volume Critical Moments in Executive Coaching, this book is an essential guide to evidence-based effectiveness in coaching. It will be a key text for all coaching practitioners, including those in training.
The field of coaching adult populations has grown dramatically over the past two decades. This volume brings together coaching scholars and experts to review this trend, examine some of the ...theoretical foundations of the field, and explore how coaching adults manifests itself in the workplace, at executive levels, and in educational and nonprofit organizations. Readers will: Gain understanding of this field of coaching adult audiences, Learn how adult development and adult learning theories undergird this work, and See applications of coaching approaches through numerous case studies. This is the 148th volume of the Jossey Bass series New Directions for Adult and Continuing Education. Noted for its depth of coverage, it explores issues of common interest to instructors, administrators, counselors, and policymakers in a broad range of education settings, such as colleges and universities, extension programs, businesses, libraries, and museums.
This is the 148th volume of the Jossey Bass series New Directions for Adult and Continuing Education. Noted for its depth of coverage, it explores issues of common interest to instructors, administrators, counselors, and policymakers in a broad range of education settings, such as colleges and universities, extension programs, businesses, libraries, and museums.
Background: There is a strong positive association between 1-month weight loss (WL) and longer-term WL within lifestyle interventions. This study examined whether adding phone coaching for early ...suboptimal responders enrolled in an Internet-delivered WL (IDWL) program can improve program adherence and 12-month WL. Methods: 452 adults with overweight/obesity (BMI: 34.6 ± 5.0 kg/ m2, 69.7% female) received an automated, 12-month IDWL program consisting of video lessons, self-monitoring of calories, exercise, and weight, and personalized feedback. At baseline, participants were randomized to 1 of 3 groups, such that if they had an early suboptimal response (1-month WL <4%), they would also receive either: (1) BRIEF phone coaching (3 calls, weeks 5-8), (2) EXTENDED phone coaching (12 calls, weeks 5-16), or (3) no phone coaching (CONTROL). Early responders (1-month WL>4%) received no phone coaching regardless of group assignment. Secondary analyses compared suboptimal responders with 1-month WL of <2% vs. 2%-4%. Results: Among the analyzed sample (n = 437 reported a weight at 1 month), 79% were classified as early suboptimal responders (1-month WL <2%: n = 164; 1-month WL 2%-4%: n = 182). Coaching call completion (94.3%) and 12-month retention (87.1%) rates were high. Twelve-month WL was -5.45 ± 6.68% in EXTENDED, -4.94 ± 6.12% in BRIEF, and - 3.94 ± 7.41 in CONTROL, with EXTENDED significantly greater than CONTROL (p = 0.03). In those with a 1-month WL <2%, 12-month WL was significantly greater in EXTENDED (-4.16 ± 5.58%) vs. BRIEF (-2.09 ± 5.18, p < 0.05), but no significant difference was observed among those with a 1-month WL of 2%-4% (EXTENDED: -4.56 ± 5.61% vs. BRIEF: -5.61 ± 5.69%; p > 0.05). Intervention engagement (e.g., video lessons viewed and # of days self-monitored) was greater in BRIEF and EXTENDED vs. CONTROL (p's < 0.001). Conclusions: Although coaching ended by month 4, early suboptimal responders who received phone coaching had favorable and lasting effects on intervention engagement and WL through 12 months. Moreover, extended coaching was superior to brief coaching among those with the lowest WL at 1 month.
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