El objetivo de este trabajo es el de estudiar el efecto de un programa de coaching sobre la percepción de la salud general y emocional (medido con el GHQ-12; Sánchez-López y Dresch, 2008) y el ...bienestar psicológico (medido con el EBP; Díaz et al., 2006) en un grupo de jóvenes atletas de alto rendimiento. Los resultados indican que el grupo experimental (n = 38), tras la realización del programa de coaching (con un promedio de 4 a 6 sesiones y 45 a 60 minutos por sesión), mejora su percepción de bienestar y salud psicológica. Estos cambios no se observan en el grupo control (n = 41). Se concluye que cuando una intervención en coaching aporta mejoras en la vida de la persona es posible que se favorezca su percepción de bienestar y salud psicológica.
Whereas coaching is very popular as a management tool, research on coaching effectiveness is lagging behind. Moreover, the studies on coaching that are currently available have focused on a large ...variety of processes and outcome measures and generally lack a firm theoretical foundation. With the meta-analysis presented in this article, we aim to shed light on the effectiveness of coaching within an organizational context. We address the question whether coaching has an effect on five both theoretically and practically relevant individual-level outcome categories: performance/skills, well-being, coping, work attitudes, and goal-directed self-regulation. The results show that coaching has significant positive effects on all outcomes with effect sizes ranging from g = 0.43 (coping) to g = 0.74 (goal-directed self-regulation). These findings indicate that coaching is, overall, an effective intervention in organizations.
The ugly truth about diversity is that some people worry they must give up their power for others to have a chance. La'Wana Harris's Inclusion Coaching method helps people realize that sharing power ...isn't the same as losing it. The elephant in the room with diversity work is that people with privilege must use it to allow others equal access to power. This is often why diversity efforts falter—people believe in diversity until they feel that they have to give something up. How do we talk them through this shift?La'Wana Harris introduces Inclusion Coaching, a new tool based on cutting-edge research that identifies the stages of preparation, implementation, and “self-work” necessary to help individuals, teams, and organizations build a sustainable culture of inclusion. Harris's six-stage COMMIT model—Commit to courageous action, Open your eyes and ears, Move beyond lip service, Make room for controversy and conflict, Invite new perspectives, and Tell the truth even when it hurts—provides a proven process for making people aware of their own conscious and unconscious biases and concrete steps to make inclusion an embedded reality. Harris offers managers and diversity coaches new models to empower everyone from employees to CEOs to “do” inclusion and address deep-rooted biases that are often invisible. She addresses the growing need to challenge bias and build authentic cultures where everyone can feel a sense of belonging.
Succession planning at all levels of an organization is crucial.Dream Catcher is an established coaching program designed for anyone who wants to invest in helping others to reach their fullest ...potential. The program builds leaders with the capacity to fill key roles in organizations.The process is unique, simple, and concisely presented in this book.Dream Catcher is based on an approach that has been developed within and applied at QLI; a nationally renowned center of excellence in its field. QLI is based in Omaha, Nebraska, a city with a sub 3% unemployment rate. It is therefore essential for businesses to provide value for their developing team members in a manner that commands employee engagement leading to retention.Dream Catcher is based on neuroscience-backed theories. It is designed to assist coaches who will guide individuals and organizations to conquer challenges. Dream Catcher users become proficient in the art and science of creating compelling visions for their future selves, identifying what gaps exist in terms of skill sets, formulating plans to execute the vision, and establishing new habits to sustain the progress made.Those who follow this program not only learn how to be successful in attaining skills in specific areas or disciplines but can also apply the methods to other areas of their work and life. Dream Catcher is geared to be a way of life, not merely focused on short- term results.
Workplace coaching is increasingly popular as a global learning and development tool for enhancing employees’ professional capabilities. However, little is known about the role of cross-cultural ...factors in coaching and the relationships between cross-cultural factors and both coaching approach and motivation factors. Accordingly, by drawing on and integrating theories from the research areas of cross-cultural psychology, regulatory focus, and training, we propose a theoretical framework that unravels the effectiveness of different coaching approaches in different cultural and coaching contexts. We propose that chronic regulatory focus is an underlying mechanism that predicts the effectiveness of a chosen coaching approach in specific contexts of societal uncertainty avoidance (i.e., low vs. high uncertainty avoidance). Furthermore, we propose that coaching context elicits coachee situational regulatory focus, and that compatibility between coachee chronic and situational regulatory focus has a significant impact on coachee pre-coaching motivation. We conclude by discussing implications for future research and practice.
Physician Burnout: Coaching a Way Out Gazelle, Gail; Liebschutz, Jane M.; Riess, Helen
Journal of general internal medicine : JGIM,
04/2015, Letnik:
30, Številka:
4
Journal Article
Recenzirano
Odprti dostop
ABSTRACT
Twenty-five to sixty percent of physicians report burnout across all specialties. Changes in the healthcare environment have created marked and growing external pressures. In addition, ...physicians are predisposed to burnout due to internal traits such as compulsiveness, guilt, and self-denial, and a medical culture that emphasizes perfectionism, denial of personal vulnerability, and delayed gratification. Professional coaching, long utilized in the business world, provides a results-oriented and stigma-free method to address burnout, primarily by increasing one’s internal locus of control. Coaching enhances self-awareness, drawing on individual strengths, questioning self-defeating thoughts and beliefs, examining new perspectives, and aligning personal values with professional duties. Coaching utilizes established techniques to increase one’s sense of accomplishment, purpose, and engagement, all critical in ameliorating burnout. Coaching presumes that the client already possesses strengths and skills to handle life’s challenges, but is not accessing them maximally. Although an evidence base is not yet established, the theoretical basis of coaching’s efficacy derives from the fields of positive psychology, mindfulness, and self-determination theory. Using a case example, this article demonstrates the potential of professional coaching to address physician burnout.
Nearly all of us have stories of advice given by the mom or mother figure in our lives. Mom is our first teacher and coach. For those of us who become leaders, teachers, and coaches, her guidance has ...a special value. In Leadership Lessons for Any Occasion: Stories of Our Mothers, executive coaches and authors Ed and Nila Betof have collected stories from a wide range of leaders, teachers, coaches, and talent development professionals about how their mothers guided their paths to helping others lead resourceful, meaningful lives. Stories have unique power to give us perspective, engage us with the empathetic aspects of coaching and leading, and approach problems from a new angle. This book offers bite-size anecdotes about how a mother’s wisdom shapes the lives of leaders, coaches, trainers, and each one of us. Explore these stories as a way to reconnect with your own mother’s legacy—or as a source of insight to share with your mentees and learners. Refill your tank of self-reflection, or use this book as inspiration to encourage others to dive deep into their own past and rediscover how their earliest childhood lessons could continue to help them grow today.
Purpose: More context-specific research regarding the praxis of organisational coaching was needed for increased understanding of this emerging profession. Whilst progress was being made ...internationally, African coaching practice research was sparse, leading to potentially false assumptions about local praxis based on international trends. The aim of this research was to gain a context-specific perspective on the coaching approaches used by organisational coaches in Africa and the factors that influence the rates they charge.Design/methodology/approach: Snowball sampling was used to collect survey data from organisational coaches practicing in Africa (n = 299). Data were analysed using descriptive and inferential statistics.Findings/results: Organisational coaches in Africa predominantly use the Behavioural or Goal-focussed or GROW approach, but employ more sophisticated approaches in more complex situations. They charge a mean rate of R1761 ($1041) per hour (R1573 $93 in South Africa) with higher qualified, more experienced and older coaches charging a higher rate. Receiving supervision plays no role in rates charged; however, belonging to a coaching body correlates to higher rates. Male and female coaches charge similar rates, suggesting a level of gender equality in the African coaching profession.Practical implications: Organisational coaches should ensure they have a wide repertoire of approaches to cater for the complexity of organisational situations. Coaches could increase their rates by obtaining high quality coaching education and join coaching regulatory bodies. Coaches in Africa could expand their market internationally given that they charge significantly lower rates, especially given the acceptance of virtual coaching in recent times.Originality/value: This is the first study to our knowledge that investigates pan-African coaching praxis.
Introduction The autonomy-supportive coaching style is recognized for its positive impact on athletes’ well-being and performance. However, the transition of excessive autonomy into a laissez-faire ...coaching style has not been thoroughly examined within the context of coach evaluation scales. Existing scales focus predominantly on the positive dimensions of autonomy support, and do not possess the capabilities to measure outcomes which may be viewed as negative or other outcomes. This study aims to integrate the autonomy-supportive and laissez-faire coaching styles within the same measurement framework. Methods Our study developed a comprehensive scale to assess both the autonomy-supportive and laissez-faire coaching styles, drawing on items from the Sport Climate Questionnaire for autonomy support and adapting items from leadership research for laissez-faire coaching. We conducted two studies: the first with 148 athletes to refine the laissez-faire items and the second with 460 athletes to validate the full scale, utilizing exploratory factor analysis, confirmatory factor analysis, and correlation analysis. We also measured internal consistency and split-half reliability. Results The finalized scale includes a 6-item autonomy-supportive subscale and a 5-item laissez-faire subscale. Validation processes confirmed the scale’s construct and criterion validity, alongside its reliability. Discussion The Chinese Coaches’ Autonomy-Supportive— Laissez-Faire Coaching Style Scale effectively captures both the beneficial and potentially detrimental aspects of coaching styles, addressing a critical gap in the literature and providing a reliable tool for evaluating coaching approaches.
As the coaching industry has grown over the past twenty years, so has the interest in coaching supervision. Although most in the industry agree that supervision plays a valuable role, few agree about ...what that role should actually be. Even the definition of coaching supervision is widely debated. This paper provides background and history on coaching supervision, an exposition of supervision in the multiple domains, and some areas for future efforts.
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