Despite the popularity of the term Positive Psychological Coaching within the literature, there is no consensus as to how it should be defined (framed) or what the components of a positive coaching ..."model" should include. The aim of this systematic review was to define positive psychological coaching and to construct a clear demarcated positive psychological coaching model based on the literature. A systematic literature review led to the extraction of 2,252 records. All records were screened using specific inclusion/exclusion criteria, which resulted in the exclusion of records based on duplicates (
= 1,232), titles (
= 895), abstracts (
= 78), and criteria violations (
= 23). Twenty-four academic, peer-reviewed publications on positive psychological coaching were included. Data relating to conceptual definitions and coaching models/phases/frameworks were extracted and processed through thematic content analysis. Our results indicate that positive psychological coaching can be defined as a short to medium term professional, collaborative relationship between a client and coach, aimed at the identification, utilization, optimization, and development of personal strengths and resources in order to enhance positive states, traits and behaviors. Utilizing Socratic goal setting and positive psychological evidence-based approaches to facilitate personal growth, optimal functioning, enhanced wellbeing, and the actualization of people's potential. Further, eight critical components of a positive psychological coaching model were identified and discussed. The definition and coaching process identified in this study will provide coaches with a fundamental positive psychological framework for optimizing people's potential.
Coaching has shifted significantly in its definition, goals and outcomes over the past several decades, with contested perspectives on one unifying approach (Passmore and Sinclair, 2020). This shift ...has entered what some researchers are calling third-generation coaching that is focused on deeper meaning and identity work through higher-quality dialogue (Stelter, 2014; Grant, 2016). While there is research on coaching effectiveness, to date the research has not adequately addressed the complex issues that arise in the varying approaches used in coaching. Because third-generation coaching sits within the area of coaching psychology, a relatively new field that emerged in 2000, often theoretical frameworks are either inherited from psychology or used as an applied approach to practice. The vast majority of the research undertaken in coaching psychology is focused on cognitive-behavioural coaching and solutions-focused coaching (Lai and Palmer, 2019). The research in coaching psychology has yet to converge with the speed of the practice (Fillery-Travis and Corrie, 2019). A literature review of both coaching and coaching psychology, as well as constructive-developmental and autobiographical perspectives from the psychology discipline, supported this project's research, which focused on progressing the knowledge, practice, research and practitioners' tools used in coaching psychology, particularly within the field of autobiographical dimensions of meaning making. This research contributes in three ways: 1. It creates the first coaching-centric and interdisciplinary framework to biographical inquiry that enables a shared understanding of the client and explores both conscious and non-conscious drivers to behaviours. 2. It expands the nature of third-generation coaching to include the exploration of meaning making through a dialogical process using and biographical inquiry. 3. It extends the exploration of the non-conscious in coaching by working with clients at the intersection of the past, present and future. The research, originating from Asia and therefore considering cultural relativism perspectives, uses a constructivist grounded theory methodology through the use of 13 semi-structured qualitative interviews. The interviewees were selected based on a stringent criteria of minimum 10 years' coaching and psychology experience in cross-cultural environments, requirement of ongoing supervision, and membership of a regulatory body with ethical standards for practice. The interviewees represent over a hundred years of cumulative experience as coaches, are extensively trained in both psychology and coaching, have all worked and lived in non-native countries of origin, and have diverse multicultural experience. Thematic analysis reveals the importance of biographical inquiry to the work of meaning making and creating a shared understanding of a client. In addition, the first-ever coaching model for biographical inquiry, called 'Biographical Dimensions of Meaning Making (BDMM)', and its interpretation framework have been developed. Finally, through this deliberate exploration of the past, the working in the present, and the projection of future goals, a new form of working with the non-conscious is emerging. Through the BDMM, this research, provides the first coaching-centric framework to biographical inquiry that creates a solid foundation of shared understanding in coaching. It explores both conscious and non-conscious drivers to behaviours, and also contributes to the expansion of third generation coaching within the field of coaching psychology.
The Coaching Relationship Stephen Palmer, Almuth McDowall
2010, 20100129, 2010-01-29, 20100101
eBook
The Coaching Relationship discusses how we can integrate process perspectives such as the quality of the coach-coachee relationship, and professional perspectives including the influences of training ...and supervision, for more effective outcomes.
Stephen Palmer and Almuth McDowall bring together experts from the field of coaching to discuss different aspects of the coach-coachee relationship, topics covered include:
the interpersonal perspective
the role of assessment
ethical issues
cultural influences
issues of power.
The book also includes a chapter on the interpersonal relationship in the training and supervision of coaches to provide a complete overview of how the coaching relationship can contribute to successful coaching
Illustrated throughout with case studies and client dialogue, The Coaching Relationship is essential reading for practicing coaches and coaching psychologists wishing to learn more about the interpersonal aspects of coaching.
Palmer, McDowall, Preface. Palmer, McDowall , The Coaching Relationship: Putting People First - An Introduction. O’Broin, Palmer , Introducing an Interpersonal Perspective on the Coaching Relationship. O’Broin, Palmer , Building on an Interpersonal Perspective on the Coaching Relationship. McDowall, Milward , Feeding Back, Feeding Forward and Setting Goals. Smewing, McDowall , Assessment in Coaching. Oliver Reflexive Coaching: Linking Meaning and Action in the Leadership System. Daouk-Öyry, Rosinski Coaching Across Cultures. Welman, Bachkirova , The Issue of Power in the Coaching Relationship. Cox , Last Things First: Ending Well in the Coaching Relationship. Law , Coaching Relationships and Ethical Practice. Hawkins, Schwenk , The Interpersonal Relationship in the Training and Supervision of Coaches. Palmer, McDowall , Final Reflections.
This is a must read for anybody in the field, and anybody interested in caring relationships more generally…you won’t be disappointed." - Cary L. Cooper, From the Foreword
"There is something here for every taste... and comprehensive reading lists will satisfy the academically inclined while reflective practice questions at the end of each chapter will give the more pragmatic member of the profession much food for thought." - Philippa Hain, Assessment Matters
"I found this book to be a valuable guide to the coaching relationship. Throughout the text, I appreciated the reflexive questions at the end of each chapter, which encouraged the reader to apply the theory of the text to their own coaching practice. I believe that there is much to be gained here for both novice and more experienced coaching psychologists alike." - Dr Jennifer Nash, The Coaching Psychologist, Volume 6, Issue 1, June 2010
ZusammenfassungHandlungsziele werden oft nicht praktisch umgesetzt. Erkenntnisse und Erfahrungen legen nahe, dass die unzureichende Formulierung konkreter Umsetzungsabsichten sowie die fehlende ...Begleitung in der Verstetigung neuer Verhaltensroutinen dafür maßgeblich sind. Der vorliegende Beitrag vermittelt wissenschaftliche Erkenntnisse aus der Grundlagenforschung und stellt Coaching-Interventionen zur Unterstützung der Umsetzung in die Praxis vor. Anhand von zwei Praxisprojekten in Banken wird beispielhaft gezeigt, wie ein stringentes Vorgehen in Anlehnung an die Methode des Ergebnisorientierten Coachings durchgeführt werden kann, mit Unterstützung der Formulierung konkreter Handlungsziele im Team, Entwicklung individueller Handlungsabsichten, Umsetzungsunterstützung und Verstetigung zur nachhaltigen Verhaltensveränderung. Nach einer Panelerhebung hat sich in einem der Projekte die Zielerreichung in Profitabilität um 29 % verbessert und in Wachstums sogar um 105 %. Abschließend wird empfohlen, Erkenntnisse und Methoden aus weiteren Feldern der Grundlagenforschung zur Innovation des Change Managements und Coachings in Unternehmen und Coachingpraxis zu nutzen.
Background: Text-based health coaching is a promising approach for improving psychological and mental well-being in adults living with obesity. The advancements in artificial intelligence (Al) large ...language models provide an opportunity for automating this approach. With this in mind, we evaluated the effectiveness of a remotely delivered intervention using text-based coaching without telehealth, led by healthcare providers and health coaches in patients with a Procedureless Intragastric Balloon (PIGB). Methods: A 12-month prospective study enrolled adult patients in the UK and the NL with a BMI ≥27 who underwent PIGB treatment. Participants received a digital scale, smartwatch, and smartphone app. Standard care was delivered remotely by healthcare providers (apart from screening and placement of PIGB), while health coaches offered a personalized behavior change program. Health coaches delivered the program entirely via in-app messaging without the use of telehealth visits. To assess the durability of the program, remote patient support concluded at 6 months with changes in weightrelated quality of life (IWQOL), overall mental well-being (WEMWBS), control over eating (LOCES), weight-related selfefficacy (WEL-SF), general anxiety (GAD-7), and barriers to being active (BBAQ), measured at 12 months. Results: 114 (90% female) patients with a mean age of 42 ± 10.6 years and a BMI of 35.4 ± 5.4 were enrolled. We observed significant improvements between baseline and 12 months in IWQOL (10.9; p < 0.001), WEMWBS (-3.7; p = 0.02), LOCES (6.3; p < 0.01), and WEL-SF (6.9; p = 0.02). There were no significant changes observed in GAD-7 and BBAQ. Conclusions: An entirely remote text-based coaching intervention improved psychological and mental well-being in PIGB-treated adults. Improvements in well-being play an important role in facilitating behavior change and sustaining weight loss. These findings suggest potential for highly automated coaching using Al-powered large language models.
A collection of papers by well-known contemporary writers that describe their own models of coaching and their thoughts on the theoretical roots that underpin their thinking and coaching practice.
As the popularity and demonstrated effectiveness of Health and Wellness Coaching (HWC) continue to grow to address chronic disease prevalence worldwide, delivery of this approach in a group format is ...gaining traction, particularly in healthcare. Nonetheless, very little empirical work exists on group coaching and there are currently no published competencies for Group Health and Wellness Coaching (GHWC).
We used a well-established two-phase (Development and Judgment) process to create and validate GHWC competencies with strong content validity.
Seven highly qualified Subject Matter Experts systematically identified and proposed the GHWC competencies, which were then validated by 78 National Board Certified Health and Wellness Coaches (NBC-HWCs) currently practicing GHWC who rated the importance and use frequency of each one. The validation study led to 72 competencies which are organized into the structure and process of GHWC.
GHWC requires not only coaching skills, but significant group facilitation skills to guide the group process to best support members in maximizing health and well-being through self-directed behavioral change. As the presence of HWC continues to grow, it is imperative that GHWC skill standards be accepted and implemented for the safety of the public, the effectiveness of the intervention, and the value analysis of the field. Such standards will guide curriculum development, allow for a more robust research agenda, and give practical guidance for health and wellness coaches to responsibly run groups. High quality standards for GHWC are particularly needed in health care, where a Level III Current Procedural Terminology (CPT®) code for GHWC has been approved in the United States since 2019 and reimbursement of such has been approved by the Centers for Medicare and Medicaid for 2024.
PRAISE FOR NEXT LEVEL SALES COACHING "Steve Johnson and Matthew Hawk have created the most comprehensive, actionable, step-by-step guide for successful sales management I've seen in 25 years as a ...corporate training and development professional. Creating sales teams that stay, sell, and succeed is a lesson in successful sales leadership that is packed with case studies, scripts, planning tools, and resources that will be invaluable resources to sales managers both new and experienced." —Corey Rewis, Learning & Development Executive, Fortune Top 100 Most Profitable Company, Fortune 100 Best Place to Work ® Company "Management is dead. Ask any professional or salesperson if they want to be managed, and they'll tell you, 'I'm good.' Professionals want to grow and develop. They want someone to work with them on an individual basis to help them identify their gaps and build a plan to sharpen skills and close those gaps. That's what Steve Johnson is an expert at and what this book will help managers do at a high level. Managers can use this book to evolve their skills and migrate from being managers to becoming coaches. The 'coaching gap' is the biggest opportunity for businesses today. If managers have not yet developed coaching skills, this book will have an enormous return for those that buy it, read it, and put it to use. Our team can attest to this from firsthand experience." —David Patchen, Senior Vice President, Education and Practice Management, Raymond James Private Client Group "I loved this book as it covered all the sales processes and coaching strategies that helped us drive strong, double-digit growth over the last ten years. A must-read for sales leaders!" —Tom Chelew, Senior Vice President, Enterprise Fleet Management, Enterprise Rent-A-Car "Having implemented the sales coaching techniques described in Next Level Sales Coaching over the last decade and a half at several different companies, I've consistently seen immediate and sustained improvement on key performance metrics in both customer satisfaction and overall conversions. The 'secret sauce' is in the defined coaching processes." —Michael Hatt, Principle Program Manager, Go Learning Development Team, Amazon " Next Level Sales Coaching provides comprehensive guidance for developing and executing core sales management activities that drive predictable and profitable sales. This is a must-read and an excellent reference for those who lead—or aspire to lead—sales teams." —Dario F. Priolo, Former Executive Vice President, Miller Heiman Group
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