1
|
Miller-Kuhlmann R, Sasnal M, Gold CA, Nassar AK, Korndorffer JR, Van Schaik S, Marmor A, Williams S, Blankenburg R, Rassbach CE. Tips for developing a coaching program in medical education. MEDICAL EDUCATION ONLINE 2024; 29:2289262. [PMID: 38051864 PMCID: PMC10783821 DOI: 10.1080/10872981.2023.2289262] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/15/2023] [Accepted: 11/26/2023] [Indexed: 12/07/2023]
Abstract
This article provides structure to developing, implementing, and evaluating a successful coaching program that effectively meets the needs of learners. We highlight the benefits of coaching in medical education and recognize that many educators desiring to build coaching programs seek resources to guide this process. We align 12 tips with Kern's Six Steps for Curriculum Development and integrate theoretical frameworks from the literature to inform the process. Our tips include defining the reasons a coaching program is needed, learning from existing programs and prior literature, conducting a needs assessment of key stakeholders, identifying and obtaining resources, developing program goals, objectives, and approach, identifying coaching tools, recruiting and training coaches, orienting learners, and evaluating program outcomes for continuous program improvement. These tips can serve as a framework for initial program development as well as iterative program improvement.
Collapse
Affiliation(s)
| | - Marzena Sasnal
- Center for Research on Education Outcomes, Stanford University, Palo Alto, USA
| | - Carl A. Gold
- Department of Neurology and Neurological Sciences, Stanford University, Palo Alto, USA
| | | | | | - Sandrijn Van Schaik
- Department of Pediatrics, University of California at San Francisco, San Francisco, USA
| | - Andrea Marmor
- Department of Pediatrics, University of California at San Francisco, San Francisco, USA
| | - Sarah Williams
- Department of Emergency Medicine, Stanford University, Palo Alto, USA
| | | | | |
Collapse
|
2
|
Moon K. Effect of a Safety Leadership Training Including Coaching on Safety Performance and Climate in Wood-processing Companies. Saf Health Work 2024; 15:310-316. [PMID: 39309281 PMCID: PMC11410716 DOI: 10.1016/j.shaw.2024.05.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/14/2023] [Revised: 04/12/2024] [Accepted: 05/19/2024] [Indexed: 09/25/2024] Open
Abstract
Background The wood-processing industry has historically exhibited high rates of occupational hazards resulting in illness and injury. One of the major causes of high injury rates is small firm size, as resource constraints generally preclude hiring safety officers. This study examined the effect of a safety leadership training program that included coaching for managers on workers' safety behaviors and safety climate in three wood-processing companies. Methods One or two managers at each site participated in this study. The manager training consisted of safety leadership education, safety observation, positive or corrective feedback on workers' behaviors, goal setting, and low-cost rewards for meeting goals. The dependent variable was the percentage of safe employee behaviors recorded on a critical behavior checklist developed for this study. Safety climate was measured before and after the intervention. An AB multiple baseline design across settings was adopted. After the baseline (A), the training program (B) was introduced to each site at different points in time. Results After the introduction of safety leadership training, the mean rate of safety compliance increased by 15.3%, from 80.38% to 95.68%, and safety climate scores increased significantly from an average of 3.2 to 3.47. Conclusion These results suggest that safety leadership coaching can be effective in improving safety management in small sawmilling sites. Implications, limitations, and possible future research directions are discussed.
Collapse
Affiliation(s)
- Kwangsu Moon
- Department of Psychology, Chung-Ang University, Seoul, Republic of Korea
| |
Collapse
|
3
|
Teheux L, Coolen EH, van Voorthuizen B, van den Udenhout FL, Theeuwes BA, Draaisma JM, Willemsen MA, Bolte AC, Kuijer-Siebelink W, van der Velden JA. Exploring the Value of an Assessment for the Professional Coaching of Residents. J Grad Med Educ 2024; 16:436-444. [PMID: 39148888 PMCID: PMC11324177 DOI: 10.4300/jgme-d-23-00876.1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/20/2023] [Revised: 03/26/2024] [Accepted: 05/29/2024] [Indexed: 08/17/2024] Open
Abstract
Background Research on how tools can support coaching of residents is lacking. We hypothesized that an electronic assessment (EA) tool presently applied in selection for residency training, which measures cognitive capacities, personality, motivational drivers, and competencies, could be a valuable tool to support coaching of residents. Objective This study explored the value and limitations, as perceived by residents and coaches, of using the EA to facilitate a single coaching session. Methods This qualitative study took place in the East-Netherlands Training District from August 2022 to April 2023. Volunteer residents and professionally trained coaches engaged in a single coaching session, using the EA. A purposive sample of 7 residents in different training years from 3 specialties were recruited via the training secretariats. Individual interviews with residents were conducted 1 week and 3 months after the coaching session. Data collection ceased when data sufficiency was considered reached. A focus group interview was held with the 3 participating coaches. Thematic analysis was employed to identify themes. Results Participants considered the EA a supportive tool, but not the core focus in the coaching process. Coaching sessions remained guided by residents' individual needs. The EA was considered supportive in fostering residents' self-reflection and awareness, accelerating the coaching process by enhancing preparedness and fostering familiarity among residents and coaches. The perceived value of the EA for the coaching process was affected by residents' and coaches' attitudes toward the tool. Conclusions The EA played a supportive but nonprominent role in the coaching of residents.
Collapse
Affiliation(s)
- Lara Teheux
- Lara Teheux, MD, PhD, is an Educational Researcher and PGY-1 Resident, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Ester H.A.J. Coolen
- Ester H.A.J. Coolen, MD, PhD, is a General Pediatrician and Deputy Program Director of Pediatric Residency Training, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Brenda van Voorthuizen
- Brenda van Voorthuizen, MSc, is an Educationalist and PhD Candidate, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Fleur L.H. van den Udenhout
- Fleur L.H. van den Udenhout, MD, is a PGY-5 Resident, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Bernice A.M. Theeuwes
- Bernice A.M. Theeuwes, MD, is a Pediatrician and Coach, Jeroen Bosch Ziekenhuis, Den Bosch, The Netherlands
| | - Jos M.T. Draaisma
- Jos M.T. Draaisma, MD, PhD, is an Associate Professor and General Pediatrician, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Michèl A.A.P. Willemsen
- Michèl A.A.P. Willemsen, MD, PhD, is a Professor, Pediatric Neurologist, and Pediatrics Department Head, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| | - Antoinette C. Bolte
- Antoinette C. Bolte, MD, PhD, is a Perinatologist and Program Director of Gynecological Residency Training, Department of Obstetrics & Gynecology, Radboud University Medical Center, Nijmegen, The Netherlands
| | - Wietske Kuijer-Siebelink
- Wietske Kuijer-Siebelink, PhD, is an Assistant Professor and Senior Educational Researcher, Department of Research on Learning and Education, Radboud University Medical Center, Radboudumc Health Academy, and a Professor, Vocational and Professional Education, HAN University of Applied Sciences, School of Education, Nijmegen, the Netherlands; and
| | - Janiëlle A.E.M. van der Velden
- Janiëlle A.E.M. van der Velden, MD, PhD, is a Professor, Pediatric Endocrinologist, and Program Director of Pediatric Residency Training, Department of Pediatrics, Radboud University Medical Center, Radboudumc Amalia Children’s Hospital, Nijmegen, The Netherlands
| |
Collapse
|
4
|
Vendl A, Alvarado-Alvarez C, Euwema M. Humor in professional coaching: a literature review and research agenda. Front Psychol 2024; 15:1288104. [PMID: 39027054 PMCID: PMC11255851 DOI: 10.3389/fpsyg.2024.1288104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/03/2023] [Accepted: 04/10/2024] [Indexed: 07/20/2024] Open
Abstract
Introduction Extensive research has explored the incorporation of humor in therapy, revealing its potential positive effects on clients' mental well-being and personal growth. However, limited research exists on how coaching could benefit from humor as an intervention and how its utilization impacts the interaction processes and outcomes for both the coachee and coach. Therefore, our research focuses on the use and effects of spontaneous humor within professional dialogues. This paper aims to extract insights from academic literature on humor in adjacent fields and apply these insights to the context of coaching. Methods This paper offers implications for coaching theory and practice, alongside a proposed research agenda. The initial phase involves analyzing reviews on humor in professional contexts, and coaching. Secondly, following the PRISMA guidelines for review, we identified 13 empirical studies, which address the role of humor in counseling, psychotherapy, and mentoring. Results and discussion Our findings suggest that humor serves as a valuable tool for establishing and deepening the working alliance, fostering adaptive coping mechanisms in clients, and enhancing the cognitive and behavioral process. Moreover, humor is shown to be advantageous for professionals in navigating challenging client relationships. These findings hold significance for the realm of coaching practice as well. In light of these insights, we propose the integration of humor use in education toolkits for coaching professionals.
Collapse
Affiliation(s)
- Adélka Vendl
- Department of Occupational and Organizational Psychology, KU Leuven, Leuven, Belgium
| | - Cristina Alvarado-Alvarez
- Department of Occupational and Organizational Psychology, KU Leuven, Leuven, Belgium
- Universitat Autònoma de Barcelona, Barcelona, Spain
| | - Martin Euwema
- Department of Occupational and Organizational Psychology, KU Leuven, Leuven, Belgium
| |
Collapse
|
5
|
Gudzune KA, Jerome GJ, Goldsholl S, Dalcin AT, Gennusa JV, Fink T, Yuan CT, Brown KL, Minahan E, Wang N, Daumit GL. Implementing an evidence-based behavioral weight-loss program in community mental health centers: A randomized pilot study. Obes Sci Pract 2024; 10:e760. [PMID: 38765556 PMCID: PMC11099709 DOI: 10.1002/osp4.760] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/14/2023] [Revised: 04/12/2024] [Accepted: 04/30/2024] [Indexed: 05/22/2024] Open
Abstract
Background Obesity is a leading cause of preventable death among individuals with serious mental illness (SMI). A prior randomized controlled trial demonstrated the efficacy of a lifestyle style intervention tailored to this population; however, such interventions need to be adapted and tested for real-world settings. Aims This study evaluated implementation interventions to support community mental health program staff to deliver an evidence-based lifestyle intervention to clients with obesity and SMI. Materials & Methods In this cluster-randomized pilot trial, the standard arm combined multimodal training with organizational strategy meetings and the enhanced arm included all standard strategies plus performance coaching. Staff-coaches delivered a 6-month group-based lifestyle intervention to clients with SMI. Primary outcomes were changes in staff knowledge, self-efficacy, and fidelity scores for lifestyle intervention delivery. Linear mixed-effects modeling was used to analyze outcomes, addressing within-site clustering and within-participant longitudinal correlation of outcomes. Results Three sites were in the standard arm (7 staff-coaches); 5 sites in the enhanced arm (11 staff-coaches). All sites delivered all 26 modules of the lifestyle intervention. Staff-coaches highly rated the training strategy's acceptability, feasibility and appropriateness. Overall, mean knowledge score significantly increased pre-post by 5.5 (95% CI: 3.9, 7.1) and self-efficacy was unchanged; neither significantly differed between arms. Fidelity ratings remained stable over time and did not differ between arms. Clients with SMI achieved a mean 6-month weight loss of 3.8 kg (95% CI: 1.6, 6.1). Conclusions Mental health staff delivering a lifestyle intervention was feasible using multicomponent implementation interventions, and preliminary results show weight reduction among clients with SMI. The addition of performance coaching did not significantly change outcomes. Future studies are needed to definitively determine the effect on client health outcomes.
Collapse
Affiliation(s)
- Kimberly A. Gudzune
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Welch Center for Prevention, Epidemiology, and Clinical ResearchJohns Hopkins Medical InstitutionBaltimoreMarylandUSA
- Johns Hopkins Bloomberg School of Public HealthBaltimoreMarylandUSA
| | - Gerald J. Jerome
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Department of KinesiologyTowson UniversityTowsonMarylandUSA
| | - Stacy Goldsholl
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
| | - Arlene T. Dalcin
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Welch Center for Prevention, Epidemiology, and Clinical ResearchJohns Hopkins Medical InstitutionBaltimoreMarylandUSA
| | | | - Tyler Fink
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
| | | | - Kristal L. Brown
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Department of Creative Arts TherapiesDrexel UniversityPhiladelphiaPennsylvaniaUSA
| | - Eva Minahan
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
| | - Nae‐Yuh Wang
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Welch Center for Prevention, Epidemiology, and Clinical ResearchJohns Hopkins Medical InstitutionBaltimoreMarylandUSA
- Johns Hopkins Bloomberg School of Public HealthBaltimoreMarylandUSA
| | - Gail L. Daumit
- Johns Hopkins University School of MedicineBaltimoreMarylandUSA
- Welch Center for Prevention, Epidemiology, and Clinical ResearchJohns Hopkins Medical InstitutionBaltimoreMarylandUSA
- Johns Hopkins Bloomberg School of Public HealthBaltimoreMarylandUSA
| |
Collapse
|
6
|
Werk LP, Muschalla B. Effects and Side Effects in a Short Work Coaching for Participants with and without Mental Illness. Behav Sci (Basel) 2024; 14:462. [PMID: 38920794 PMCID: PMC11201230 DOI: 10.3390/bs14060462] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2024] [Revised: 05/17/2024] [Accepted: 05/27/2024] [Indexed: 06/27/2024] Open
Abstract
Employees with mental illness are often the first to be unable to cope with increasingly complex psychosocial work demands. But people without mental illness can also suffer from, for example, high workload. This study compares a short coaching to stabilize work ability for employees with and without mental illness regarding coaching topics, effects on work-related resources, goal attainment, and unwanted events. Individual coaching of three sessions (problem exploration by behavior analysis, practice of new behavior, reflection) was conducted with employees from different professional fields. A medical history was taken to determine whether participants are affected by a mental disorder. All coaching was conducted by the same behavior therapist in training (L.P.W.) under the supervision of an experienced behavior therapist (B.M.). Two hundred and three coachings with three sessions were completed. In total, 103 participants did not have a mental illness (51%), and 100 participants reported a mental disorder (49%). The coaching participants with mental illness had lower initial levels of work-related capacities (more severe impairments) and coping behavior as compared to the participants without mental illness. In the pre-post comparisons, both groups achieved significant improvements in work-related coping after the coaching. There were no differences in goal attainment between both groups. While participants without mental illness reported more unwanted events in parallel to the coaching (30% reported negative developments in life), participants with mental illness reported coaching-related unwanted events (20% felt to be dependent on the coach). Coaching with an individual focus on one topic can improve work-related resources in participants with and without mental disorders. Since participants with and without mental illness experience different unwanted events in coaching, psychotherapeutic expertise is needed in order to set the right focus.
Collapse
Affiliation(s)
- Lilly Paulin Werk
- Department of Psychotherapy & Diagnostics, Institute of Psychology, Technische Universität Braunschweig, Humboldtstraße 33, 38106 Braunschweig, Germany;
| | | |
Collapse
|
7
|
Day FJ, Hothi D. Can coaching advance medical leadership development? BMJ LEADER 2024:leader-2023-000853. [PMID: 38429086 DOI: 10.1136/leader-2023-000853] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/05/2023] [Accepted: 02/19/2024] [Indexed: 03/03/2024]
Affiliation(s)
| | - Daljit Hothi
- Faculty of Medical Leadership and Management, London, UK
- Great Ormond Street Hospital for Children NHS Foundation Trust, London, UK
| |
Collapse
|
8
|
Lawrence-Sidebottom D, Huffman LG, Beam A, Guerra R, Parikh A, Roots M, Huberty J. Exploring the Number of Web-Based Behavioral Health Coaching Sessions Associated With Symptom Improvement in Youth: Observational Retrospective Analysis. JMIR Form Res 2023; 7:e52804. [PMID: 38109174 PMCID: PMC10758935 DOI: 10.2196/52804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2023] [Revised: 11/07/2023] [Accepted: 11/27/2023] [Indexed: 12/19/2023] Open
Abstract
BACKGROUND Rates of anxiety and depression have been increasing among children and adolescents for the past decade; however, many young people do not receive adequate mental health care. Digital mental health interventions (DMHIs) that include web-based behavioral health coaching are widely accessible and can confer significant improvements in youth anxiety and depressive symptoms. However, more research is necessary to determine the number of web-based coaching sessions that confer clinically significant improvements in anxiety and depressive symptoms in youth. OBJECTIVE This study uses data from a pediatric DMHI to explore the number of web-based coaching sessions required to confer symptom improvements among children and adolescents with moderate or moderately severe symptoms of anxiety and depression. METHODS We used retrospective data from a pediatric DMHI that offered web-based behavioral health coaching in tandem with self-guided access to asynchronous chat with practitioners, digital mental health resources, and web-based mental health symptom assessments. Children and adolescents who engaged in 3 or more sessions of exclusive behavioral health coaching for moderate to moderately severe symptoms of anxiety (n=66) and depression (n=59) were included in the analyses. Analyses explored whether participants showed reliable change (a decrease in symptom scores that exceeds a clinically established threshold) and stable reliable change (at least 2 successive assessments of reliable change). Kaplan-Meier survival analyses were performed to determine the median number of coaching sessions when the first reliable change and stable reliable change occurred for anxiety and depressive symptoms. RESULTS Reliable change in anxiety symptoms was observed after a median of 2 (95% CI 2-3) sessions, and stable reliable change in anxiety symptoms was observed after a median of 6 (95% CI 5-8) sessions. A reliable change in depressive symptoms was observed after a median of 2 (95% CI 1-3) sessions, and a stable reliable change in depressive symptoms was observed after a median of 6 (95% CI 5-7) sessions. Children improved 1-2 sessions earlier than adolescents. CONCLUSIONS Findings from this study will inform caregivers and youth seeking mental health care by characterizing the typical time frame in which current participants show improvements in symptoms. Moreover, by suggesting that meaningful symptom improvement can occur within a relatively short time frame, these results bolster the growing body of research that indicates web-based behavioral health coaching is an effective form of mental health care for young people.
Collapse
Affiliation(s)
| | | | | | | | - Amit Parikh
- Bend Health, Inc, Beaverton, OR, United States
| | | | - Jennifer Huberty
- Bend Health, Inc, Beaverton, OR, United States
- FitMinded, Inc LLC, Phoenix, AZ, United States
| |
Collapse
|
9
|
Halliwell PR, Mitchell RJ, Boyle B. Leadership effectiveness through coaching: Authentic and change-oriented leadership. PLoS One 2023; 18:e0294953. [PMID: 38055668 DOI: 10.1371/journal.pone.0294953] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2023] [Accepted: 11/12/2023] [Indexed: 12/08/2023] Open
Abstract
There has been an increasing shift towards individually owned leader development programs within organizations. Whilst leadership coaching is one of these and is gaining in popularity, the mechanisms of its effect remain poorly understood. We develop and investigate a model in which leadership coaching enhances leader effectiveness through coaching's positive effect on authentic and change-oriented leadership behaviours as well as self-efficacy. To assess the model, multi-source data were collected for organizational leaders (N = 70) pre- and post-coaching. To investigate mechanisms of coaching's effect, relations between latent change scores were assessed in structural equation modelling using partial least squares indicating that after accounting for base-line scores, coaching-related increases in authentic leadership behaviour has the largest total effect on leadership effectiveness.
Collapse
Affiliation(s)
- Peter R Halliwell
- Newcastle Business School, University of Newcastle, Callaghan, NSW, Australia
| | - Rebecca J Mitchell
- Health & Wellbeing Research Unit, Macquarie Business School, Macquarie University, Sydney, NSW, Australia
| | - Brendan Boyle
- Newcastle Business School, University of Newcastle, Callaghan, NSW, Australia
| |
Collapse
|
10
|
Brooks PJ, Ripoll P, Sánchez C, Torres M. Coaching leaders toward favorable trajectories of burnout and engagement. Front Psychol 2023; 14:1259672. [PMID: 38111868 PMCID: PMC10726131 DOI: 10.3389/fpsyg.2023.1259672] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/16/2023] [Accepted: 11/20/2023] [Indexed: 12/20/2023] Open
Abstract
Existing literature on executive coaching has shown beneficial outcomes for leaders. Indeed, executive coaching can positively affect an individual's psychological well-being and quality of work life. However, while burnout among leaders is on the rise, to our knowledge no prior study has investigated the influence of executive coaching on the dimensions of burnout and engagement concurrently. Therefore, the aim of the current study is to examine if an executive coaching intervention has positive effects on managerial burnout and engagement. We implemented a ten-week coaching intervention for leaders, where questionnaire data were collected at two time points. Participants (N = 92; Mage = 42; 64% male) were randomly assigned to an intervention or a wait-list control group. Self-reported levels of engagement and burnout were collected at the start of the study protocol (T1) and at the end (T2). Coaching sessions for the intervention group were one hour once per week. The control group did not receive coaching. Repeated measures ANOVAs examined the extent to which the intervention influences the leader's engagement and burnout. Analyses revealed that all three dimensions of burnout significantly decreased for the intervention group over time while vigor increased. Findings did not reveal an increase in dedication and absorption. Consistent with prior literature, this study supports that executive coaching can improve a leader's well-being. Specifically, this study shows that an executive coaching intervention can decrease burnout symptoms and increase vigor in leaders. Adding a follow-up survey to the design would allow for further exploration of the intervention on engagement.
Collapse
Affiliation(s)
- Pilar Jasmine Brooks
- Institut d'Investigació en Psicologia dels Recursos Humans, del Desenvolupament Organitzacional, i de la Qualitat de Vida Laboral (Idocal), Universitat de València, Valencia, Spain
| | - Pilar Ripoll
- Institut d'Investigació en Psicologia dels Recursos Humans, del Desenvolupament Organitzacional, i de la Qualitat de Vida Laboral (Idocal), Universitat de València, Valencia, Spain
| | | | | |
Collapse
|
11
|
Toh SHY, Lee SC, Sündermann O. Mobile Behavioral Health Coaching as a Preventive Intervention for Occupational Public Health: Retrospective Longitudinal Study. JMIR Form Res 2023; 7:e45678. [PMID: 37862086 PMCID: PMC10625093 DOI: 10.2196/45678] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2023] [Revised: 08/17/2023] [Accepted: 08/31/2023] [Indexed: 10/21/2023] Open
Abstract
BACKGROUND Researchers have recently proposed that behavioral health coaching (BHC) is effective in promoting proactive care among employees. However, to qualify as a preventive workplace intervention, more research is needed to evaluate whether BHC can further elevate well-being among moderately mentally healthy employees. OBJECTIVE Using real-world data, this study evaluates the preliminary effectiveness of app-based BHC against a nonrandomized control group with open access to self-help tools in improving well-being (ie, mood levels and perceived stress). The study also explores the active ingredients of BHC and dose-response associations between the number of BHC sessions and well-being improvements. METHODS Employees residing across Asia-Pacific countries (N=1025; mean age 30.85, SD 6.97 y) who reported moderately positive mood and medium levels of perceived stress in their first week of using the mental health app Intellect were included in this study. Users who were given access by their organizations to Intellect's BHC services were assigned to the "Coaching" condition (512/1025, 49.95%; mean age 31.09, SD 6.87 y), whereas other employees remained as "Control" participants (513/1025, 50.05%; mean age 30.61, SD 7.06 y). To evaluate effectiveness, monthly scores from the validated mood and stress sliders were aggregated into a composite well-being score and further examined using repeated-measure conditional growth models. Postcoaching items on "Perceived Usefulness of the BHC session" and "Working Alliance with my Coach" were examined as active ingredients of BHC using 1-1-1 multilevel mediation models. Finally, 2-way repeated-measure mixed ANOVA models were conducted to examine dose-response effects on well-being improvements between groups (coaching and control) across time. RESULTS Growth curve analyses revealed significant time by group interaction effects for composite well-being, where "Coaching" users reported significantly greater improvements in well-being than "Control" participants across time (composite well-being: F1,391=6.12; ηp2=0.02; P=.01). Among "Coaching" participants, dependent-sample 2-tailed t tests revealed significant improvements in composite well-being from baseline to 11 months (t512=1.98; Cohen d=0.17; P=.049). Improvements in "Usefulness of the BHC session" (β=.078, 95% Cl .043-.118; P<.001) and "Working Alliance" (β=.070, 95% Cl .037-.107; P<.001) fully mediated within-level well-being enhancements over time. Comparing against baseline or first month scores, significant time by group interactions were observed between the second and sixth months, with the largest effect size observed at the fifth month mark (first month vs fifth month: F1,282=15.0; P<.001; ηp2=0.051). CONCLUSIONS We found preliminary evidence that BHC is an effective preventive workplace intervention. Mobile-based coaching may be a convenient, cost-effective, and scalable means for organizations and governments to boost public mental health.
Collapse
Affiliation(s)
| | - Sze Chi Lee
- Intellect Private Limited Company, Singapore, Singapore
| | | |
Collapse
|
12
|
Cannon-Bowers JA, Bowers CA, Carlson CE, Doherty SL, Evans J, Hall J. Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching. Front Psychol 2023; 14:1204166. [PMID: 37881215 PMCID: PMC10597717 DOI: 10.3389/fpsyg.2023.1204166] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2023] [Accepted: 09/06/2023] [Indexed: 10/27/2023] Open
Abstract
Workplace coaching has experienced a dramatic rise in popularity over the past decade and is one of the fastest growing performance-enhancing interventions used by modern organizations. Yet, despite its popularity, workplace coaching has not been the subject of much empirical research and a true science of coaching has yet to be developed. The purpose of this research was to update prior meta-analyzes that investigated the impact of coaching on organizational outcomes and to provide recommendations for how the field needs to evolve. Results indicated that, consistent with prior meta-analyzes, workplace coaching is effective in achieving positive organizational outcomes. The effects of several moderators were also investigated. Finally, we discuss the results in terms of recommendations for future directions that we believe will establish and advance the science of coaching.
Collapse
Affiliation(s)
| | - Clint A. Bowers
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Catherine E. Carlson
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Shannon L. Doherty
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Jocelyne Evans
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Julie Hall
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| |
Collapse
|
13
|
Mühlberger C, Böhm AM, Hansen J, Behrendt P, Wastian M, Jonas E. Coaching as a growth- or security-oriented process-How regulatory fit increases coaching success. PLoS One 2023; 18:e0286059. [PMID: 37796917 PMCID: PMC10553236 DOI: 10.1371/journal.pone.0286059] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2023] [Accepted: 05/09/2023] [Indexed: 10/07/2023] Open
Abstract
Regulatory focus theory suggests that promoters are more concerned with growth and preventers are more concerned with security. Since coaching is a growth-oriented process, it seems to be more suitable for clients high on promotion than for clients high on prevention. Applying regulatory fit theory, the present research investigates how preventers can also benefit from coaching. First, a study looking at real coaching processes (N1 = 103) found that a higher promotion than prevention focus was indeed related to more coaching success, i.e., satisfaction and approach motivation. Next, testing the hypothesis that fit effects should also be present in coaching, a study using a vignette approach (N2 = 99) shows that participants experiencing a fit between their focus and a promotion versus a prevention coaching indicate a better coaching evaluation than participants experiencing no fit. In three studies (N3a = 120, N3b = 85, N3c = 189), we used an experimental approach and manipulated the regulatory focus of coaching interventions. We found promotion as well as prevention fit effects showing that participants experiencing a fit indicate more coaching success than participants experiencing no fit. Two studies (N4a = 41, N4b = 87) further tested interpersonal fit, i.e., the fit between the coach's and client's regulatory focus. We found promotion as well as prevention fit effects on participants' satisfaction with and trust in a coach (Study 4a) and promotion fit effects on participants' goal attainment and coaching progress (4b). The findings suggest that by adapting coaching to the client's focus, coaching success can be increased not only for promoters but also for preventers. Thus, we found that regulatory fit effects, albeit small to medium, are also present in coaching. Multiple studies assessing multiple variables relevant to coaching showed that the findings differ regarding the interventions used and the variables that we looked at. The practical implications of these findings are discussed.
Collapse
Affiliation(s)
| | | | - Jochim Hansen
- Department of Psychology, University of Salzburg, Salzburg, Austria
| | | | - Monika Wastian
- Institut für Organisationspsychologie, Munich, Germany
- Institut für Organisationspsychologie, Glasgow, United Kingdom
| | - Eva Jonas
- Department of Psychology, University of Salzburg, Salzburg, Austria
| |
Collapse
|
14
|
Valesi R, Gabrielli G, Zito M, Bellati M, Bilucaglia M, Caponetto A, Fici A, Galanto A, Falcone MG, Russo V. From Coaching to Neurocoaching: A Neuroscientific Approach during a Coaching Session to Assess the Relational Dynamics between Coach and Coachee-A Pilot Study. Behav Sci (Basel) 2023; 13:596. [PMID: 37504044 PMCID: PMC10376351 DOI: 10.3390/bs13070596] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2023] [Revised: 07/10/2023] [Accepted: 07/13/2023] [Indexed: 07/29/2023] Open
Abstract
Life transitions represent moments characterized by changes that can profoundly influence individual life trajectories and subjective well-being. Recently, career coaching has become an important method of helping people expand their self-awareness, facilitate personal development, and increase their performance in the school-to-work transition. Although previous studies have confirmed that one of the most important keys to the success of a coaching program is the quality of the relationship between coach and coachee, there is a lack of knowledge regarding how to objectively measure it. In this pilot study, we adopted a neuroscientific approach to introduce objective measures of the relationship between coach and coachee through the phases of a coaching session. A sample of 14 university students and a professional coach participated in career-coaching sessions while their affective states were measured by recording brain (EEG) and physiological (Skin conductance) activity. Electroencephalographic indicators of valence, arousal, and engagement showed differences between session phases, highlighting the possibility of a neurophysiological measurement of relational dynamics. Our results provide initial evidence that neurophysiological activity can be considered a way to understand differences in the coach-coachee relationship, thereby providing information on the effectiveness of coaching interventions and facilitating a better life transition from school to work.
Collapse
Affiliation(s)
- Riccardo Valesi
- Department of Management, University of Bergamo, 24129 Bergamo, Italy
| | - Giorgio Gabrielli
- Department of Business, Law, Economics and Consumer Behaviour "Carlo A. Ricciardi", Università IULM, 20143 Milan, Italy
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Margherita Zito
- Department of Business, Law, Economics and Consumer Behaviour "Carlo A. Ricciardi", Università IULM, 20143 Milan, Italy
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Mara Bellati
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Marco Bilucaglia
- Department of Business, Law, Economics and Consumer Behaviour "Carlo A. Ricciardi", Università IULM, 20143 Milan, Italy
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Alessia Caponetto
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Alessandro Fici
- Department of Business, Law, Economics and Consumer Behaviour "Carlo A. Ricciardi", Università IULM, 20143 Milan, Italy
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| | - Annarita Galanto
- Skillmatch-Insubria Group, Università Carlo Cattaneo-LIUC, 21053 Castellanza, Italy
| | | | - Vincenzo Russo
- Department of Business, Law, Economics and Consumer Behaviour "Carlo A. Ricciardi", Università IULM, 20143 Milan, Italy
- Behavior and Brain Lab IULM-Neuromarketing Research Center, Università IULM, 20143 Milan, Italy
| |
Collapse
|
15
|
Nicolau A, Candel OS, Constantin T, Kleingeld A. The effects of executive coaching on behaviors, attitudes, and personal characteristics: a meta-analysis of randomized control trial studies. Front Psychol 2023; 14:1089797. [PMID: 37333584 PMCID: PMC10272735 DOI: 10.3389/fpsyg.2023.1089797] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Accepted: 05/09/2023] [Indexed: 06/20/2023] Open
Abstract
Background A growing number of studies emphasize executive coaching as an effective developmental tool that managers can use to increase their performance in organizational settings. However, the coaching research suggests a large variety of processes and outcomes, lacking clarity on the primary psychological dimensions most impacted. Method Reviewing 20 studies with a rigorous methodological design that used control trials and pre-post tests, we evaluated and compared the relative effects of coaching on different types and sub-types of outcomes by means of a classification of coaching outcomes based on previously used taxonomies. Results The results indicate that the impact of coaching on behavioral outcomes was higher compared to attitudes and person characteristics outcomes, suggesting that behavioral coaching outcomes, especially cognitive behavioral activities, are the most impacted by executive coaching. Moreover, we found significant positive effects for some specific outcomes, such as self-efficacy, psychological capital, and resilience, indicating that executive coaching is effective in producing change even on dimensions considered relatively stable over time. The results show no moderation effects of the number of sessions. The length of the coaching program was a significant moderator only for the attitudes outcomes. Discussion These findings provide evidence that executive coaching is a powerful instrument for organizations to support positive change and personal development.
Collapse
Affiliation(s)
- Andreea Nicolau
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Octav Sorin Candel
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Ticu Constantin
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Ad Kleingeld
- Department of Industrial Engineering and Innovation Sciences, Eindhoven University of Technology, Eindhoven, Netherlands
| |
Collapse
|
16
|
Is cognitive-behavioral coaching an empirically supported approach to coaching? a meta-analysis to investigate its outcomes and moderators. JOURNAL OF RATIONAL-EMOTIVE AND COGNITIVE-BEHAVIOR THERAPY 2023. [DOI: 10.1007/s10942-023-00498-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/06/2023]
|
17
|
Carvalho C, Kurian PO, Carvalho S, Carvalho FK. Managing managerial coaching: the role of stakeholders. INDUSTRIAL AND COMMERCIAL TRAINING 2023. [DOI: 10.1108/ict-10-2021-0074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/27/2023]
Abstract
Purpose
The purpose of this paper is to discuss several obstacles that can reduce the effectiveness of managerial coaching. Furthermore, the paper highlights the role played by various stakeholders [i.e. the organization, senior leaders, the human resources (HR) function and managers] in overcoming or reducing the potency of such obstacles.
Design/methodology/approach
The views presented here have been derived from the authors’ professional experience in managerial coaching and a review of the literature on managerial coaching.
Findings
The authors discuss six common obstacles to effective managerial coaching: time for coaching, willingness to coach, ability to coach, employees’ ability and willingness, societal expectations and the intrusion of technology. They describe the critical role of various stakeholders (i.e. the organization, senior leaders, the HR function and line managers) in overcoming or mitigating the impact of such obstacles, thus contributing to effective managerial coaching.
Originality/value
A discussion of the obstacles to effective managerial coaching and the role of stakeholders in managerial coaching is valuable for organizations that seek to enhance the performance of employees through managerial coaching.
Collapse
|
18
|
Koch J, Drazic I, Schermuly CC. The affective, behavioural and cognitive outcomes of agile project management: A preliminary
meta‐analysis. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12429] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Affiliation(s)
- Jan Koch
- SRH Berlin University of Applied Sciences Berlin Germany
| | - Ivana Drazic
- SRH Berlin University of Applied Sciences Berlin Germany
| | | |
Collapse
|
19
|
Kross E, Ong M, Ayduk O. Self-Reflection at Work: Why It Matters and How to Harness Its Potential and Avoid Its Pitfalls. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2023. [DOI: 10.1146/annurev-orgpsych-031921-024406] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Abstract
It is difficult to fathom how an organization could be successful without its employees engaging in self-reflection. Gone would be its personnel's capacity to problem-solve, learn from past experiences, and engage in countless other introspective activities that are vital to success. Indeed, a large body of research highlights the positive value of reflection. Yet, as both common experience and a wealth of findings demonstrate, engaging in this introspective process while focusing on negative experiences often backfires, undermining people's health, well-being, performance, and relationships. Here we synthesize research on the benefits and costs of self-reflection in organizational contexts and discuss the role that psychological distance plays in allowing people to harness the potential of self-reflection while avoiding its common pitfalls.
Collapse
Affiliation(s)
- Ethan Kross
- Management & Organizations Area, Ross School of Business, University of Michigan, Ann Arbor, Michigan, USA
- Psychology Department, School of Literature Science and Arts, University of Michigan, Ann Arbor, Michigan, USA
| | - Madeline Ong
- Management Department, Mays Business School, Texas A&M University, College Station, Texas, USA
| | - Ozlem Ayduk
- Psychology Department, University of California, Berkeley, California, USA
| |
Collapse
|
20
|
Passarelli AM, Trinh MP, Van Oosten EB, Varley A. Communication quality and relational self‐expansion: The path to leadership coaching effectiveness. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22156] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/04/2022]
Affiliation(s)
- Angela M. Passarelli
- Department of Management and Marketing College of Charleston Charleston South Carolina USA
| | - Mai P. Trinh
- Department of Leadership & Interdisciplinary Studies Arizona State University Tempe Arizona USA
| | - Ellen B. Van Oosten
- Department of Organizational Behavior Case Western Reserve University Cleveland Ohio USA
| | - Amanda Varley
- Department of Organizational Behavior Case Western Reserve University Cleveland Ohio USA
| |
Collapse
|
21
|
Behget E, Modi C. What does the COVID-19 leadership experience teach us about healthcare leadership development? BMJ LEADER 2022; 6:295-298. [PMID: 36794612 DOI: 10.1136/leader-2021-000497] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/06/2021] [Accepted: 11/03/2021] [Indexed: 11/04/2022]
Affiliation(s)
- Eren Behget
- Leadership and Lifelong Learning, NHS England and NHS Improvement London, London, UK
| | - Chetna Modi
- Leadership and Lifelong Learning, NHS England and NHS Improvement London, London, UK
| |
Collapse
|
22
|
Fainberg J, Vanden Berg RNW, Chesnut G, Coleman JA, Donahue T, Ehdaie B, Goh AC, Laudone VP, Lee T, Pyon J, Scardino PT, Smith RC. A Novel Expert Coaching Model in Urology, Aimed at Accelerating the Learning Curve in Robotic Prostatectomy. JOURNAL OF SURGICAL EDUCATION 2022; 79:1480-1488. [PMID: 35872029 PMCID: PMC10353766 DOI: 10.1016/j.jsurg.2022.06.006] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/27/2022] [Revised: 06/09/2022] [Accepted: 06/10/2022] [Indexed: 06/15/2023]
Abstract
INTRODUCTION/BACKGROUND The surgical residency model assumes that upon completion, a surgeon is ready to practice and grow independently. However, many surgeons fail to improve after reaching proficiency, which in certain instances has correlated with worse clinical outcomes. Coaching addresses this problem and furthers surgeons' education post-residency. Currently, surgical coaching programs focus on medical students and residents, and have been shown to improve residents' and medical students' technical and non-technical abilities. Coaching programs also increase the accuracy of residents, fellows, and attendings in self-assessing their surgical ability. Despite the potential benefits, coaching remains underutilized and poorly studied. We developed an expert-led, face-to-face, video-based surgical coaching program at a tertiary medical center among specialized attending surgeons. Our goal was to evaluate the feasibility of such a program, measure surgeons' attitudes towards internal peer coaching, determine whether surgeons found the sessions valuable and educational, and to subjectively self-assess changes in operative technique. METHODS/MATERIALS Surgeons who perform robot-assisted laparoscopic prostatectomies were chosen and grouped by number of cases completed: junior (<100 cases), intermediate (100-500 cases), and senior (>500 cases). Surgeons were scheduled for 3 1-hour coaching sessions 1-2 months apart (February-October 2019), meeting individually with the coach (PS), an expert Urologic Oncologist with thousands of cases of experience performing radical prostatectomy. He received training on coaching methodology prior to beginning the coaching program. Before each session, surgeons selected 1 of their recent intraoperative videos to review. During sessions, the coach led discussion on topics chosen by the surgeon (i.e. neurovascular bundle dissection, apical dissection, bladder neck); together, they developed goals to achieve before the next session. Subsequent sessions included presentation and discussion of a case occurring subsequent to the prior session. Sessions were coded by discussion topics and analyzed based on level of experience. Surgeons completed a survey evaluating the experience. RESULTS All 6 surgeons completed 3 sessions. Five surgeons completed the survey; most respondents evaluated themselves as having improved in desired areas and feeling more confident performing the discussed steps of the operation. Discussed surgical principles varied by experience group; when subjectively quantifying the difficulty of surgical steps, the more difficult steps were discussed by the higher experience groups compared to the junior surgeons. The senior surgeons also focused more on oncologic potency, continence outcomes, and more theory-driven questions while the junior surgeons tended to focus more on anatomic and technique-based questions such as tissue handling and the use of cautery and clips. Overall, the surgeons thought this program provoked critical discussion and subsequently modified their technique, and "agreed" or "strongly agreed" that they would seek further sessions. CONCLUSIONS Surgical coaching at a large medical center is not only feasible but was rated positively by surgeons across all levels of experience. Coaching led to subjective self-improvement and increased self-confidence among most surgeons. Surgeons also felt that this program offered a safe space to acquire new skills and think critically after finishing residency/fellowship. Themes discussed and takeaways from the sessions varied based on surgeon experience level. While further research is needed to more objectively quantify the impact coaching has on surgeon metrics and patient outcomes, the results of this study supports the initial "proof-of-concept" of peer-based surgical coaching and its potential benefits in accelerating the learning curve for surgeons' post-residency.
Collapse
Affiliation(s)
- Jonathan Fainberg
- Department of Urology, New York Presbyterian Hospital/Weill Cornell Medicine, New York, New York.
| | | | - Gregory Chesnut
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Jonathan A Coleman
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Timothy Donahue
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Behfar Ehdaie
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Alvin C Goh
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Vincent P Laudone
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Taehyoung Lee
- Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, New York
| | - Jin Pyon
- Weill Cornell Medicine, New York, New York
| | | | | |
Collapse
|
23
|
Doyle N, Bradley E. Disability coaching in a pandemic. JOURNAL OF WORK-APPLIED MANAGEMENT 2022. [DOI: 10.1108/jwam-07-2022-0042] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAn applied study using convenience data was conducted to compare the experiences of neurodivergent adults undergoing workplace coaching before and during the pandemic.Design/methodology/approachThe naturally occurring opportunity permitted a comparison of face-to-face and remote coaching in three cohorts, pre-pandemic (100% face-to-face), forced-remote (100% remote) and choice (remote or face-to-face; 85% selected remote). A total of 409 participants self-reported performance before and 12 weeks after completing an average of 11 h coaching.FindingsSignificant differences between before and after scores for performance, with large effect sizes, were reported for all three cohorts across six dependent variables: memory, time management, organisational skills, stress management, understanding neurodiversity and concentration. There was no significant difference between the cohorts in terms of the magnitude of the effect. There were significant differences between the cohorts in terms of which topics were chosen as foci for the coaching, with executive functions related topics becoming less popular in the choice cohort.Research limitations/implicationsThe authors abductively reasoned the results to suggest a positive relationship between personalised environments and cognitive demands for this client group. They call for further, theoretically grounded research exploring the role of coaching and environment in understanding the work performance of neurodivergent adults at work.Originality/valueThe study contributes to the emerging knowledge on the different experiences of in-person and video-mediated coaching. The focus on neurodivergent employees, which are heretofore less well researched within the workplace, provides essential data to support practitioners in maximising opportunity for a marginalised group.
Collapse
|
24
|
Graßmann C. Die Arbeitsbeziehung im Coaching: Ein Forschungsüberblick und Handlungsempfehlungen für die Praxis. ORGANISATIONSBERATUNG, SUPERVISION, COACHING 2022. [PMCID: PMC9297304 DOI: 10.1007/s11613-022-00774-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
Eine gelingende Arbeitsbeziehung zwischen Coach und Coachee ist einer der zentralen Erfolgsfaktoren im Coaching und kann erklären, warum manche Coachingprozesse erfolgreicher verlaufen als andere. Dieser Beitrag liefert einen Überblick über den Stand der Forschung zur Arbeitsbeziehung im Coaching. Er zeigt die Bedeutung der Arbeitsbeziehung zu verschiedenen Outcome-Ergebnissen für Coachees auf sowie Faktoren, die die Arbeitsbeziehung fördern oder auch nicht fördern können. Darüber hinaus wird die Rolle der Arbeitsbeziehung im digitalen Coaching-Setting näher beleuchtet. Der Beitrag benennt offene Fragen für die Coaching-Forschung und leitet Handlungsempfehlungen für die Coaching-Praxis ab.
Collapse
|
25
|
Lyons P, Bandura RP. Coaching to build commitment for generating performance improvement. JOURNAL OF WORK-APPLIED MANAGEMENT 2022. [DOI: 10.1108/jwam-05-2022-0025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe essay is practitioner-focused with manager-as-coach applying experiential learning to aid an employee's learning and improve performance as well as helping to build employee commitment to job and organization. Reciprocity is intended as the learning and commitment of both the employee and manager are enhanced.Design/methodology/approachAs a conceptual, not empirical, paper, the present study aimed at guiding manager behavior the methodology aims to examine the areas of manager-as-coach, efficacy of coaching, theoretical grounding of employee commitment and experiential learning processes. Study and coordination of information in these areas provided support for a detailed action plan for practical application.FindingsIt is possible to create for manager use a research results driven practical guide/action plan. The guide incorporates manager skills and commitment theory (investment) along with an experiential learning approach aimed at improving employee growth and building commitment.Practical implicationsThere is clear evidence in empirical research that finds employee commitment positively related to work performance, job engagement and job retention. This essay aims at application of investment theory to build commitment as it is based on actual inputs and efforts of the employee.Originality/valueThere is very little research currently available that directly addresses manager-as-coach deliberately working to increase or build employee commitment to job, organization or the manager her/himself. This essay aims directly at how commitment may be enhanced.
Collapse
|
26
|
Solms L, Koen J, van Vianen AEM, Theeboom T, Beersma B, de Pagter APJ, de Hoog M. Simply effective? The differential effects of solution-focused and problem-focused coaching questions in a self-coaching writing exercise. Front Psychol 2022; 13:895439. [PMID: 36059772 PMCID: PMC9435469 DOI: 10.3389/fpsyg.2022.895439] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/01/2022] [Accepted: 06/27/2022] [Indexed: 11/21/2022] Open
Abstract
Coaching is a systematic and goal-oriented one-on-one intervention by a coach aimed to guide clients in their professional and personal development. Previous research on coaching has demonstrated effects on a number of positive outcomes, including well-being and performance, yet little is known about the processes that underlie these outcomes, such as the type of questions coaches use. Here, we focus on three different types of coaching questions, and aim to uncover their immediate and sustained effects for affect, self-efficacy, and goal-directed outcomes, using a between-subjects experiment. One hundred and eighty-three medical residents and PhD students from various medical centers and healthcare organizations in the Netherlands were recruited to participate in a self-coaching writing exercise, where they followed written instructions rather than interacting with a real coach. All participants were randomly allocated to one of three conditions: either one of two solution-focused coaching conditions (i.e., the success or miracle condition) or a problem-focused coaching condition. Self-report questionnaires were used to measure key outcomes of coaching, that is positive and negative affect, self-efficacy, goal orientation, action planning (i.e., quantity and quality) and goal attainment. Two follow-up measurements assessed if the effects of the self-coaching exercise led to problem-solving actions within an initial follow-up period of 14 days and a subsequent follow-up period of 10 days. Findings showed that participants experienced more positive affect, less negative affect, and higher approach goal orientation after the solution-focused coaching exercise compared to the problem-focused coaching exercise. In all conditions, goal attainment increased as a consequence of the self-coaching intervention. We discuss the implications of our findings for the science and practice of contemporary coaching.
Collapse
Affiliation(s)
- Lara Solms
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, Netherlands
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, Netherlands
- *Correspondence: Lara Solms,
| | - Jessie Koen
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, Netherlands
- Department of Sustainable Productivity and Employability, Netherlands Organization for Applied Scientific Research, Leiden, Netherlands
| | | | - Tim Theeboom
- School of Business and Economics, Vrije Universiteit Amsterdam, Amsterdam, Netherlands
| | - Bianca Beersma
- Department of Organization Sciences, Vrije Universiteit Amsterdam, Amsterdam, Netherlands
| | - Anne P. J. de Pagter
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, Netherlands
- Department of Pediatrics, Willem-Alexander Children’s Hospital, Leiden University Medical Center, Leiden, Netherlands
| | - Matthijs de Hoog
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, Netherlands
| |
Collapse
|
27
|
Celestin BN, Emmanuel T, Christian EE, Ngamsom S, Dorcas KD, Rama A. Psychometric Properties (Measurement Invariance and Latent Mean Difference across Gender) of the Learning Transfer Inventory System (LTIS) to Assess Thai Teachers’ Learning Transfer of COVID-19 Prevention Guidance in the Classroom. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19159439. [PMID: 35954797 PMCID: PMC9368068 DOI: 10.3390/ijerph19159439] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/13/2022] [Revised: 07/16/2022] [Accepted: 07/25/2022] [Indexed: 11/30/2022]
Abstract
One of the most important ways to improve, update, and sustain teachers’ skills in an institution is via training. Nonetheless, despite the resources invested in training, learners’ mobilization of new learning after they return to work does not always reach expectations, in part because of a lack of learning transfer assessment tools. This study investigated the psychometric properties of the learning transfer inventory system (LTSI) in assessing the teachers’ transfer of COVID-19 prevention measures in Thai public school institutions. Participants were a sample of 700 in-service teachers (females = 54.8%; mean age = 36 years, SD = 15.41) who completed training on health code guidance for COVID-19 prevention in school. Results following confirmatory factor analysis, a test of the measurement invariance and measurement of the latent mean difference across gender, of the instrument yielded support for the hypothesized 16-factor structure. Empirical support for discriminant and convergent validity was strong. Additionally, we found a significant latent mean difference between male and female teachers related to the constructs peer support, supervisor sanction, and training design. The LTSI appears to yield valid and reliable scores for measuring the learning transfer of Thai teachers following in-service training.
Collapse
Affiliation(s)
- Bekolo Ngoa Celestin
- Department of Economics and Business Administration, Yibin University, No. 8, St. Luke, Wuliangye, Yibin 644000, China
- Correspondence: ; Tel.: +86-19934321252
| | - Tchouchu Emmanuel
- Department of Management Studies, School of Management, University of Cape Coast, Cape Coast 00233, Ghana;
| | - Ekoto Eugene Christian
- Department of Management Studies, Adventist University of Haiti, Carrefour HT6131, Haiti;
| | - Surapong Ngamsom
- English for Integrated Study (EIS) Association, Rayong 21000, Thailand;
| | - Kouame Dangui Dorcas
- School of Management and Economics, University of Electronic Science and Technology of China (UESTC), No. 2006, Xiyuan Ave, West Hi-Tech Zone, Chengdu 611731, China; (K.D.D.); (A.R.)
| | - Agyemang Rama
- School of Management and Economics, University of Electronic Science and Technology of China (UESTC), No. 2006, Xiyuan Ave, West Hi-Tech Zone, Chengdu 611731, China; (K.D.D.); (A.R.)
| |
Collapse
|
28
|
Grant AM, Atad OI. Coaching psychology interventions vs. positive psychology interventions: The measurable benefits of a coaching relationship. THE JOURNAL OF POSITIVE PSYCHOLOGY 2022. [DOI: 10.1080/17439760.2021.1871944] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
Affiliation(s)
- Anthony M Grant
- Coaching Psychology Unit, School of Psychology, University of Sydney
| | - Ofer I Atad
- School of Business Administration, Peres Academic Center, Rehovot, Israel
| |
Collapse
|
29
|
Ratlabala P, Terblanche N. Supervisors’ perspectives on the contribution of coaching supervision to the development of ethical organisational coaching practice. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.4102/sajhrm.v20i0.1930] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
|
30
|
Terblanche N, Molyn J, de Haan E, Nilsson VO. Comparing artificial intelligence and human coaching goal attainment efficacy. PLoS One 2022; 17:e0270255. [PMID: 35727801 PMCID: PMC9212136 DOI: 10.1371/journal.pone.0270255] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/29/2021] [Accepted: 06/08/2022] [Indexed: 11/22/2022] Open
Abstract
The history of artificial intelligence (AI) is filled with hype and inflated expectations. Notwithstanding, AI is finding its way into numerous aspects of humanity including the fast-growing helping profession of coaching. Coaching has been shown to be efficacious in a variety of human development facets. The application of AI in a narrow, specific area of coaching has also been shown to work. What remains uncertain, is how the two compare. In this paper we compare two equivalent longitudinal randomised control trial studies that measured the increase in clients' goal attainment as a result of having received coaching over a 10-month period. The first study involved human coaches and the replication study used an AI chatbot coach. In both studies, human coaches and the AI coach were significantly more effective in helping clients reach their goals compared to the two control groups. Surprisingly however, the AI coach was as effective as human coaches at the end of the trials. We interpret this result using AI and goal theory and present three significant implications: AI coaching could be scaled to democratize coaching; AI coaching could grow the demand for human coaching; and AI could replace human coaches who use simplistic, model-based coaching approaches. At present, AI's lack of empathy and emotional intelligence make human coaches irreplicable. However, understanding the efficacy of AI coaching relative to human coaching may promote the focused use of AI, to the significant benefit of society.
Collapse
Affiliation(s)
- Nicky Terblanche
- University of Stellenbosch Business School, Cape Town, South Africa
| | - Joanna Molyn
- University of Oxford Brookes, Oxford, United Kingdom
| | - Erik de Haan
- Ashridge Centre for Coaching, Hult International Business School, Berkhamsted (Herts.), United Kingdom
- VU University Amsterdam, Amsterdam, The Netherlands
| | - Viktor O. Nilsson
- Ashridge Centre for Coaching, Hult International Business School, Berkhamsted (Herts.), United Kingdom
| |
Collapse
|
31
|
What Do the Relationships between Pre-Service Biology Teachers’ Personality and Professional Knowledge Reveal about Their Innovativeness?—An Exploratory Study Using Canonical Correlation Analysis. EDUCATION SCIENCES 2022. [DOI: 10.3390/educsci12060396] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
Already in 2016, the German educational policy adopted the Education in the Digital World strategy, recommending that all teachers should become experts in using media. However, despite this initiative regarding the promotion of innovative forms of teaching using digital media, most teachers did not feel optimally prepared to successfully cope with the demands of implementing e-learning during the COVID-19 pandemic. Most empirical studies on potential barriers to innovation pertain to comparatively easy, changeable environmental factors, whereas only a few studies have focused on teachers as an individual factor so far. Since several organizational psychological studies on the relationships between innovativeness and personality traits in professional contexts identified the personality trait of openness to experience to be particularly influential on the innovative behaviors of employees’, our study aimed to explore whether comparable results can also be found in the educational context. Therefore, we conducted a cross-sectional survey (n = 201) to analyze to what extent the Big Five personality traits are related to pre-service teachers’ self-concept of professional knowledge and, in particular, its digitalization-related domains. The results of our canonical correlation analysis show that the two personality traits of openness to experience and conscientiousness appear to be significantly related to the overall professional knowledge of our sample. Furthermore, a dominant affinity for technology seems to be associable with the risk of lower values on personality traits that are regarded to be pedagogically relevant. However, we found that our canonical model could also get along with fewer variables since the actual digitalization-related teaching skills were not sufficiently reflected by the canonical solution but were rather caught up in the domain of pedagogical content knowledge. Interpretations of these findings as well as practical implications are discussed.
Collapse
|
32
|
Abstract
The practice of anesthesiology requires both clinical skills and the ability to navigate complex social situations. Leadership skills such as emotional intelligence, adaptability, conflict management, and negotiation are crucial for success but infrequently taught. Coaching is a thought-provoking process that enhances self-awareness and inspires the maximization of personal and professional potential. It has been used in the business world for personal and professional development for decades, and evidence now exists that coaching also provides benefits for physicians in both professional development and well-being.
Collapse
Affiliation(s)
| | - Scott D Markowitz
- Washington University School of Medicine in St. Louis, St. Louis, MO, USA; Department of Anesthesiology, Washington University School of Medicine, Campus Box 8054, 660t South Euclid Avenue, St. Louis, MO, USA
| | - Stephanie I Byerly
- Department of Anesthesiology and Pain Management, University of Texas Southwestern, 5323 Harry Hines Boulevard, Dallas, TX 75390, USA
| |
Collapse
|
33
|
Huflejt-Łukasik M, Jędrzejczyk J, Podlaś P. Coaching as a Buffer for Organisational Change. Front Psychol 2022; 13:841804. [PMID: 35712214 PMCID: PMC9193280 DOI: 10.3389/fpsyg.2022.841804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2021] [Accepted: 05/11/2022] [Indexed: 11/23/2022] Open
Abstract
When introducing changes to an organisation, it is crucial to know how a given change will affect the company’s success. It is easy to forget or, more frequently, fail to appreciate the importance of the feelings and thoughts of the people who experience such changes. The distinction between objective change and subjective change is helpful in understanding the psychological consequences of changes and how they may affect the effectiveness of introducing changes in organisations. Results of studies on the psychological costs of changes for an individual indicate that there are differences in the way people experience objective and subjective changes, and that the way a change is perceived by an individual (i.e., subjective change) is crucial for the consequences of change. Studies have also identified factors which can buffer the negative consequences that changes may have on an individual. For changes in an organisation, coaching is one method to nurture these buffering factors in affected individuals, and, most of all, in those who are responsible for planning and introducing the changes, so that the employees of a company can experience the change in the most constructive way possible.
Collapse
|
34
|
Eldridge D, Smith D, Vaughan S, Feng L. Designing and implementing a Learning Development Outdoors component for an MSc in HRD. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1080/13678868.2022.2080997] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Derek Eldridge
- Global Development Institute, University of Manchester, Manchester, UK
| | | | - Sheila Vaughan
- Institute for Development Policy and Management (IDPM), Formerly Global Development Institute, University of Manchester, Manchester, UK
| | - Lujia Feng
- Global Development Institute, University of Manchester, Manchester, UK
| |
Collapse
|
35
|
Does it work? Using a Meta-Impact score to examine global effects in quasi-experimental intervention studies. PLoS One 2022; 17:e0265312. [PMID: 35298519 PMCID: PMC8929616 DOI: 10.1371/journal.pone.0265312] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/15/2021] [Accepted: 02/28/2022] [Indexed: 11/29/2022] Open
Abstract
The evaluation of applied psychological interventions in the workplace or elsewhere is challenging. Randomisation and matching are difficult to achieve and this often results in substantial heterogeneity within intervention and control groups. As a result, traditional comparison of group means using null hypothesis significance testing may mask effects experienced by some participants. Using longitudinal studies of coaching interventions designed to provide support for dyslexic employees, this study describes and evaluates a different approach using a Meta-Impact score. We offer a conceptual rationale for our method, illustrate how this score is calculated and analysed, and show how it highlights person-specific variations in how participants react and respond to interventions. We argue that Meta-Impact is an incremental supplement to traditional variable-centric group-wise comparisons and can more accurately demonstrate in practice the extent to which an intervention worked. Such methods are needed for applied research, where personalized intervention protocols may require impact analysis for policy, legal and ethical purposes, despite modest sample sizes.
Collapse
|
36
|
Howard MC, Davis MM. A meta-analysis and systematic literature review of mixed reality rehabilitation programs: Investigating design characteristics of augmented reality and augmented virtuality. COMPUTERS IN HUMAN BEHAVIOR 2022. [DOI: 10.1016/j.chb.2022.107197] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
|
37
|
Brandes B, Lai YL. Addressing resistance to change through a micro interpersonal lens: an investigation into the coaching process. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2022. [DOI: 10.1108/jocm-07-2021-0214] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study aims to investigate resistance to change and change management through a micro-level interpersonal perspective. Specifically, this paper addresses in what way external change experts, such as coaches, identify distinctive emotional and behavioural indicators of resistance and facilitate individuals to develop positive strengths and motivation to change.Design/methodology/approachThe authors drew upon critical realism and abductive research methodology to understand connections between coaching intervention and individual change resistance through 21 in-depth interviews with independent coaches listed in coaching associations in Germany.FindingsThis study first re-evaluates the implications of resistance and extends its meaning from negative obstacles into natural emotional responses of individuals and constructive resources for change. In addition, the study results indicate resistance can be distinguished through both explicit behaviours, body language along with implicit emotional reactions, like being tired or making small jokes. Moreover, several micro-level interpersonal approaches for coaches to apply in dealing with resistance, including understanding coachees' cognitive status and working environment, adapting varied communication styles as well as drawing upon coachees' strengths.Practical implicationsThe research results offer organisations (e.g. managers and human resource professionals) essential guidelines in micro-level change management strategy by considering external coaching as a valuable option to deal with varied individual, social and contextual factors (e.g. organisational power and politics). From the organisational investment perspective, indicators of resistance and approaches to facilitate coachees' emotional reactions can be served as a preliminary protocol for stakeholders to evaluate the effectiveness of their change management schemes. Moreover, the framework outlined in this research can be considered in the future coaching education and professional development programmes.Originality/valueOverall, this study demonstrates that external coaching is one of the valuable approaches in responding to individual resistance in organisational change management. The research findings widen existing bipolar paradigms of resistance (either change obstacles or positive resource) into a neutral spectrum that holds an impartial view on emotional reactions to change. Furthermore, individual differences and contextual factors play essential roles in the change process, e.g. coachees' personality, personal experiences, knowledge, interpretations to change process and topics as well as organisational context (e.g. power, hierarchy and culture) need to be considered into change management strategy.
Collapse
|
38
|
Hu S, Chen W, Hu H, Huang W, Chen J, Hu J. Coaching to develop leadership for healthcare managers: a mixed-method systematic review protocol. Syst Rev 2022; 11:67. [PMID: 35418168 PMCID: PMC9008960 DOI: 10.1186/s13643-022-01946-z] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/25/2021] [Accepted: 04/02/2022] [Indexed: 12/01/2022] Open
Abstract
BACKGROUND An increasing number of interventions have focused on leadership development for healthcare managers, among which coaching is a common strategy. The purpose of the present systematic review is to synthesize evidence on the effect of coaching in developing leadership of healthcare managers. METHODS AND ANALYSIS A literature search will be conducted in six English databases (MEDLINE (Ovid), CINAHL, Embase, Cochrane library, Nursing & Allied Health Premium, and Scopus) and four Chinese databases (Wanfang, CNKI, SinoMed, and VIP) from inception to April 1st, 2022. The titles, abstracts, and full texts of the studies will be screened by two independent researchers to determine their eligibility. The RoB 2, ROBINS-I, CASP, and MMAT will be applied to assess the quality of randomized trials, non-randomized studies, qualitative studies, and mixed-method studies, respectively. We will then extract the study characteristics, participant characteristics, and study outcomes of the reviewed papers. The Aims, Ingredients, Mechanism, and Delivery framework will be used to extract the components of coaching strategies. For quantitative data, a meta-analysis will be performed if sufficient data are available; otherwise, we will conduct a narrative synthesis. Thematic synthesis methods will be used for qualitative data analysis. DISCUSSION By conducting this systematic review, we expect to synthesize evidence regarding the components of coaching for leadership development among healthcare managers; the influence of coaching on leadership development among managers at the individual, unit-wide, or organizational level; and how managers view coaching as a leadership development strategy. TRIAL REGISTRATION PROSPERO registration number: CRD42020194290 .
Collapse
Affiliation(s)
- Shuang Hu
- Xiangya School of Nursing, Central South University, Changsha, China
- School of Nursing, Changsha Medical University, Changsha, China
| | - Wenjun Chen
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario Canada
- Centre for Research on Health and Nursing, University of Ottawa, Ottawa, Ontario Canada
| | | | - Wenqiu Huang
- School of Nursing, Faculty of Health Science, University of Ottawa, Ottawa, Ontario Canada
- Centre for Research on Health and Nursing, University of Ottawa, Ottawa, Ontario Canada
| | - Jia Chen
- Xiangya School of Nursing, Central South University, Changsha, China
| | - Jiale Hu
- Department of Nurse Anesthesia, Virginia Commonwealth University, Richmond, 907 Floyd Ave, Richmond, 23284 USA
| |
Collapse
|
39
|
Boyatzis RE, Hullinger A, Ehasz SF, Harvey J, Tassarotti S, Gallotti A, Penafort F. The Grand Challenge for Research on the Future of Coaching. JOURNAL OF APPLIED BEHAVIORAL SCIENCE 2022. [DOI: 10.1177/00218863221079937] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation, the Thought Leadership Institute of the International Coaching Federation invited 35 of the most recognized coaching scholars and 12 coaching leaders to three two-hour discussions. Each session began with three presenters briefly sharing observations about what we know and need to find out. The three sessions focused on: (1) the desired outcomes of coaching; (2) the process and mechanism of coaching; and (3) coaching for people from distinctive cultures, genders, and context. A fourth theme emerged as the major gap in the research about the competencies of effective coaches. This paper summarizes the discussions. Twenty-two specific research needs for the coming years are identified and presented, clustered within the four themes. This should provide guidance for graduate students, faculty and consultants considering research on coaching.
Collapse
|
40
|
Carden J, Passmore J, Jones RJ. Exploring the role of self‐awareness in coach development: A grounded theory study. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1111/ijtd.12261] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Julia Carden
- Henley Business School University of Reading Henley‐on‐Thames UK
| | | | - Rebecca J. Jones
- Henley Business School University of Reading Henley‐on‐Thames UK
| |
Collapse
|
41
|
Kim H, Yu M, Hyun SS. Strategies to Improve Work Attitude and Mental Health of Problem Employees: Focusing on Airline Cabin Crew. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19020768. [PMID: 35055597 PMCID: PMC8775469 DOI: 10.3390/ijerph19020768] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/05/2021] [Revised: 01/06/2022] [Accepted: 01/08/2022] [Indexed: 11/16/2022]
Abstract
This study examines strategies for improving the work attitude and mental health of airlines’ “problem employees”. Based on a review of previous studies, five different handling methods for problem employees were derived: (1) duty assignment according to ability, (2) confidence beliefs, (3) managerial coaching, (4) human understanding, and (5) mentor system. The study hypothesized that these five approaches influence employees’ work attitudes, mental health, and job performance. To verify these hypotheses, empirical data were collected from 200 airline crew members. The analysis found that only three of the “five different handling methods of problem employees” positively influence job attitudes, mental health, and job performance: (1) duty assignment according to ability, (2) confidence beliefs, and (3) mentor system. In contrast, managerial coaching negatively impacted outcome variables. The study also found that the current handling approaches implemented in the industry have positive and negative outcomes on problem employees. Therefore, airline companies need to manage problem staff based on the findings of this study. Particularly, when conducting managerial coaching, supervisors should check employees’ work attitude change status. Research implications, limitations, and future research directions are discussed.
Collapse
|
42
|
Dixon W, Gallegos M, Williams S. A Brief Coaching Pilot Enhances Professional Identity Formation and Clinical Skills Acquisition During Emergency Medicine Clerkships Shortened by COVID-19. West J Emerg Med 2022; 23:30-32. [PMID: 35060857 PMCID: PMC8782139 DOI: 10.5811/westjem.2021.12.53917] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2021] [Revised: 12/20/2021] [Accepted: 12/08/2021] [Indexed: 11/11/2022] Open
Abstract
INTRODUCTION The Covid-19 pandemic limited educational and career development opportunities for medical students, requiring innovative programs to accelerate professional identity formation and clinical skills acquisition. METHODS We developed a brief coaching intervention that took place over the advanced (sub-internship) emergency medicine rotation at our institution. We trained coaches using a newly developed workshop, who met with students for an average of 4.5 hours over 3 weeks. IMPACT/EFFECTIVENESS We showed that this coaching program was both feasible and impactful for faculty coaches and medical students.
Collapse
Affiliation(s)
- William Dixon
- Stanford University School of Medicine, Department of Emergency Medicine, Palo Alto, California
| | - Moises Gallegos
- Stanford University School of Medicine, Department of Emergency Medicine, Palo Alto, California
| | - Sarah Williams
- Stanford University School of Medicine, Department of Emergency Medicine, Palo Alto, California
| |
Collapse
|
43
|
Passmore J, Evans-Krimme R. The Future of Coaching: A Conceptual Framework for the Coaching Sector From Personal Craft to Scientific Process and the Implications for Practice and Research. Front Psychol 2021; 12:715228. [PMID: 34858257 PMCID: PMC8631535 DOI: 10.3389/fpsyg.2021.715228] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2021] [Accepted: 10/18/2021] [Indexed: 11/20/2022] Open
Abstract
This conceptual paper explores the development of coaching, as an expression of applied positive psychology. It argues that coaching is a positive psychology dialogue which has probably existed since the emergence of sophisticated forms of language, but only in the past few 1000years, has evidence emerged of its use as a deliberate practice to enhance learning. In the past 50years, this dialectic tool has been professionalised, through the emergence of professional bodies, and the introduction of formal training and certification. In considering the development of the coaching industry, we have used Rostow’s model of sector development to reflect on future possible pathways and the changes in the coaching industry with the clothing sector, to understand possible futures. We have offered a five-stage model to conceptualise this pathway of development. Using this insight, we have further reviewed past research and predicted future pathways for coaching research, based on a new ten-phase model of coaching research.
Collapse
Affiliation(s)
- Jonathan Passmore
- CoachHub GmbH, Berlin, Germany.,Henley Business School, University of Reading, Reading, United Kingdom
| | | |
Collapse
|
44
|
Xu X, Pang W, Xia M. Are emotionally intelligent people happier? A meta‐analysis of the relationship between emotional intelligence and subjective well‐being using Chinese samples. ASIAN JOURNAL OF SOCIAL PSYCHOLOGY 2021. [DOI: 10.1111/ajsp.12445] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Xiaobo Xu
- School of Psychology and Cognitive Science East China Normal University Shanghai China
| | - Weiguo Pang
- School of Psychology and Cognitive Science East China Normal University Shanghai China
| | - Mengya Xia
- Department of Psychology University of Alabama Tuscaloosa Alabama USA
| |
Collapse
|
45
|
Acting Instead of Reacting—Ensuring Employee Retention during Successful Introduction of i4.0. APPLIED SYSTEM INNOVATION 2021. [DOI: 10.3390/asi4040097] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/02/2023]
Abstract
The increasing implementation of digital technologies has various positive impacts on companies. However, many companies often rush into such an implementation of technological trends without sufficient preparation and pay insufficient attention to the human factors involved in digitization. This phenomenon can be exacerbated when these technologies become highly dependent, as during the COVID-19 pandemic. This study aims to better understand challenges and to propose solutions for a successful implementation of digitized technology. A literature review is combined with survey results and specific consulting strategies. Data from the first wave of the COVID-19 pandemic in Germany were collected by means of an online survey, with a representative sample of the German population. However, we did not reveal any correlation between home office and suffering, mental health, and physical health (indicators of digitization usage to cope with COVID-19 pandemic), but rather that younger workers are more prone to using digitized technology. Based on previous findings that older individuals tend to have negative attitudes toward digital transformation, appropriate countermeasures are needed to help them become more tech-savvy. Accordingly, a software tool is proposed. The tool can help the management team to manage digitization efficiently. Employee well-being can be increased as companies are made aware of necessary measures such as training for individuals and groups at an early stage.
Collapse
|
46
|
Halliwell P, Mitchell R, Boyle B. Interrelations between enhanced emotional intelligence, leadership self-efficacy and task-oriented leadership behaviour–a leadership coaching study. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2021. [DOI: 10.1108/lodj-01-2021-0036] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to investigate interrelations between enhanced emotional intelligence, leadership self-efficacy and task-oriented leadership behaviour following participation in leadership coaching.Design/methodology/approachOrganisational leaders (coachees) (N = 70) and their subordinates (N = 175) completed online questionnaires pre- and post-coaching. To account for pre-coaching scores, construct latent change scores were assessed using partial least squares structural equation modelling (PLS-SEM).FindingsResults indicate a positive association between enhanced emotional intelligence and leadership self-efficacy, however, little support was found for leadership self-efficacy as a mediator explaining an association between enhanced emotional intelligence and task-oriented leadership behaviour.Practical implicationsOrganisations aiming to improve leader performance through enhancing emotional intelligence and leadership self-efficacy may find value in leadership coaching due to the intervention's positive effect on these constructs, and the positive association observed between developmental changes in these constructs.Originality/valueResearch on the interrelation between emotional intelligence and leadership self-efficacy is scarce. This study extends the literature by investigating the interrelation between developmental changes between these constructs brought about by leadership coaching using latent change scores and PLS-SEM. The study also assesses whether enhanced leadership self-efficacy mediates an association between enhanced emotional intelligence and task-oriented leadership behaviour building on the literature explaining coaching's effect mechanisms.
Collapse
|
47
|
Krampitz J, Seubert C, Furtner M, Glaser J. Self‐leadership: A meta‐analytic Review of Intervention Effects on Leaders’ Capacities. JOURNAL OF LEADERSHIP STUDIES 2021. [DOI: 10.1002/jls.21782] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
- Julia Krampitz
- Institute of PsychologyUniversity of InnsbruckInnsbruckAustria
| | | | - Marco Furtner
- Institute for EntrepreneurshipUniversity of LiechtensteinVaduzLiechtenstein
| | - Jürgen Glaser
- Institute of PsychologyUniversity of InnsbruckInnsbruckAustria
| |
Collapse
|
48
|
Steketee A, Chen S, Nelson RA, Kraak VI, Harden SM. A mixed-methods study to test a tailored coaching program for health researchers to manage stress and achieve work-life balance. Transl Behav Med 2021; 12:369-410. [PMID: 34718809 DOI: 10.1093/tbm/ibab134] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Dissemination and implementation (D&I) researchers serve critical scientific, practical, and personal roles in translating science to public health benefit. However, they face multifaceted barriers that may erode their capacity to plan, lead, and evaluate implementation. Individualized coaching focused on human flourishing is an unexplored approach to fully actualize D&I researchers' capacity to bridge the research-practice gap. The purpose of this exploratory pilot study was to investigate a tailored coaching program to support human flourishing among D&I researchers. A pragmatic, mixed-methods approach guided by the RE-AIM (Reach, Effectiveness, Adoption, Implementation, Maintenance) Framework was used to evaluate an individualized, nine session coaching program called FUEL (Focus, Unplug, Exercise, Love). Reach and Implementation were assessed through descriptive statistics and rapid qualitative analysis of surveys and coaching logs. Effectiveness and Maintenance were assessed through descriptive statistics and iterative content analysis of participant surveys, as well as iterative content analysis of proxy (e.g., colleague) semi-structured interviews. Reach results indicated that demand for coaching exceeded study enrollment capacity (n = 16 participants). Implementation results showed that the coach spent 12.96 ± 2.82 hr per participant over 3 months. Effectiveness and Maintenance results indicated that FUEL was well-received and provided participants with myriad psychological and professional benefits. Preliminary evidence suggests that the FUEL coaching program is a promising and feasible approach to enhance flourishing among D&I researchers. Future research is needed to evaluate Adoption and scalability. This pilot study may inform future D&I capacity-building initiatives that address researchers' holistic situatedness within the implementation process.
Collapse
Affiliation(s)
- Abby Steketee
- Department of Human Nutrition, Foods, and Exercise at Virginia Polytechnic Institute and State University (Virginia Tech) in Blacksburg, Blacksburg, VA, USA
| | - Susan Chen
- Department of Nutrition, Food Science, and Packaging, San José State University, San José, CA, USA
| | - Rachel A Nelson
- Department of Human Nutrition, Foods, and Exercise at Virginia Polytechnic Institute and State University (Virginia Tech) in Blacksburg, Blacksburg, VA, USA
| | - Vivica I Kraak
- Department of Human Nutrition, Foods, and Exercise at Virginia Polytechnic Institute and State University (Virginia Tech) in Blacksburg, Blacksburg, VA, USA
| | - Samantha M Harden
- Department of Human Nutrition, Foods, and Exercise at Virginia Polytechnic Institute and State University (Virginia Tech) in Blacksburg, Blacksburg, VA, USA
| |
Collapse
|
49
|
Uslu D, Marcus J, Kisbu-Sakarya Y. Toward Optimized Effectiveness of Employee Training Programs. JOURNAL OF PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1027/1866-5888/a000290] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis ( k = 79 studies totaling 107 independent effect sizes), we focus on two broad classes of affective employee training outcomes including attitudinal and motivational outcomes. Results evidence support for the effectiveness of employee workplace training interventions and indicate that employee training programs associated with attitudinal versus motivational outcomes require different features while being delivered to reach optimal effectiveness.
Collapse
Affiliation(s)
- Dilek Uslu
- Department of Management and Organization, Vrije Universiteit Amsterdam, The Netherlands
| | - Justin Marcus
- Department of Psychology, Koç University, Istanbul, Turkey
| | | |
Collapse
|
50
|
Johnson MJ, Kim KH, Colarelli SM, Boyajian M. Coachability and the development of the coachability scale. JOURNAL OF MANAGEMENT DEVELOPMENT 2021. [DOI: 10.1108/jmd-06-2020-0174] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Abstract
PurposeThe purpose of this research was to develop a conceptualization and measure of workplace coachability.Design/methodology/approachUsing four independent samples of employed adults, we developed a short and long version of the Coachability Scale. We followed standard scale development practices, presenting evidence of the scales’ factor structure, reliability and validity.FindingsWith the first two samples, we derived an initial three-dimensional version of the Coachability Scale and provided evidence of convergent validity. With Samples 3 and 4, we expanded the scale with additional dimensions related to coaching feedback processes and accumulated additional evidence of the scale's validity, and provided evidence of convergence between the two versions of the Coachability Scale.Research limitations/implicationsWe encourage continued research on the Coachability Scale, as well as research on coachability in formal coaching relationships and with more diverse populations and cultures. It is also important to examine how coachability relates to specific coachee behaviors and outcomes. Although common method bias may be a limitation, we used temporally separated measurements to minimize method bias in Sample 4.Practical implicationsKnowledge about coachability can inform coaching practice decisions and help tailor the coaching engagement to better fit the coachee's needs.Social implicationsMeasuring how individuals respond to coaching and coaching relationships has important implications for managerial behavior and the quality of work life.Originality/valueThis is one of the first studies to develop valid scales for assessing workplace coachability.
Collapse
|