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References (28 in Portal)
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A survey of executive coaching practices.

D Peterson, J Bono, R Purvanova, A Towler Personnel Psychology 2009

Despite the ubiquity of executive coaching interventions in business organizations, there is little uniformity in the practices (e.g., assessment tools, scientific or philosophical approaches, activities, goals, and outcome evaluation methods) of executive coaches. Addressing the ongoing debate about the role of psychology in executive co...

Cites in Google Scholar: 294
 
Evaluating the effectiveness of executive coaching: Beyond ROI?

G Dai, MKP De, R Lee An International Journal of Theory, Research and Practice 2009

The popularity of executive coaching has increased dramatically in both the practitioner world and academia during the past decade. However, evaluating the effectiveness of coaching has lagged behind. Executive coaching is a multi-disciplinary practice, and professionals from many different scholarly backgrounds provide coaching services....

Cites in Google Scholar: 146
 
A quasi-experimental study on management coaching effectiveness.

WJG Evers, A Brouwers, W Tomic Consulting Psychology Journal: Practice and Research 2006

Coaching has become an important managerial instrument of support. However, there is lack of research on its effectiveness. The authors conducted a quasi-experimental study to figure out whether coaching really leads to presupposed individual goals. Sixty managers of the federal government were divided in two groups: one group followed a ...

Cites in Google Scholar: 246
 
The effectiveness of strength-based executive coaching in enhancing full range leadership development: A controlled study.

D MacKie Consulting Psychology Journal 2014

This study attempts to investigate the effectiveness of a strength-based coaching methodology in enhancing elements of the full range leadership model, especially transformational leadership. Transformational leadership is the process whereby leaders engage and influence their followers toward attaining a shared vision through their capac...

Cites in Google Scholar: 83
 
Hidden in plain sight: The active ingredients of executive coaching.

D McKenna, SL Davis Industrial and Organizational Psychology: Perspectives on Sc... 2009

We propose that I/O psychologists who coach executives have overlooked psychotherapy outcome research as a source of information and ideas that can be used to improve our executive coaching practices. This research, based on thousands of studies and many meta-analyses, has converged on the conclusion that four ‘‘active ingredients’’ accou...

Cites in Google Scholar: 137
 
Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context.

T Theeboom, B Beersma, AEM van Vianen The Journal of Positive Psychology 2014

Whereas coaching is very popular as a management tool, research on coaching effectiveness is lagging behind. Moreover, the studies on coaching that are currently available have focused on a large variety of processes and outcome measures and generally lack a firm theoretical foundation. With the meta-analysis presented in this article, we...

Cites in Google Scholar: 282
 
Toward a conceptual understanding and definition of executive coaching.

R Kilburg Consulting Psychology Journal: Practice and Research 1996

A review of the literature on coaching reveals that very little empirical research has focused on the executive coaching methods used by consultants with managers and leaders in organizations. Within the framework of a 17-dimensional model of systems and psychodynamic theory, the author provides an overview of a conceptual approach to coa...

Cites in Google Scholar: 616
 
Can working with an executive coach improve multisource feedback ratings over time? A quasi-experimental field study

J Smither, M London, R Flautt, Y Vargas, I Kucine Personnel Psychology 2003

This study examined the effects of executive coaching on multisource feedback over time. Participants were 1,361 senior managers who received multisource feedback; 404 of these senior managers worked with an executive coach (EC) to review their feedback and set goals. One year later, 1,202 senior managers (88% of the original sample) rece...

Cites in Google Scholar: 445
 
Towards a Psychology of Coaching: The Impact of Coaching on Metacognition, Mental Health and Goal Attainment.

AM Grant 2001

A theoretical framework for a psychology of coaching was developed. First, the literature on cognitive approaches to coaching, behavioral approaches to coaching, and combinations of the cognitive and behavioral approaches was reviewed. Next, two studies examined the development and validation of a new measure of private self-consciousness...

Cites in Google Scholar: 123
 
Using coaching to enhance the effects of behavioral feedback to managers

S Kochanowski, C Seifert, G Yukl Journal of Leadership \& Organizational Studies 2010

A field experiment was conducted to assess whether coaching would enhance the effectiveness of a feedback workshop for store managers in a regional supermarket chain. The experimental group of managers received individual coaching several weeks after attending a feedback workshop. The control group of managers also attended a feedback wor...

Cites in Google Scholar: 45
 
Building a practically useful theory of goal setting and task motivation: A 35-year odyssey.

EA Locke, GP Latham American psychologist 2002

The authors summarize 35 years of empirical research on goal-setting theory. They describe the core findings of the theory, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and satisfaction, and the role of goals as mediators of incentives. The external validity and practical significance of goal-se...

Cites in Google Scholar: 14273
 
The integration of mindfulness training and health coaching: An exploratory study

GB Spence, MJ Cavanagh, A Grant Coaching: An International Journal of Theory, Research and P... 2008

Coaching has attracted much attention from health professionals interested in collaborative, person-centred approaches to motivating behaviour change. Whilst initial research supports the efficacy of coaching in health contexts, more theoretical and empirical work is needed. Based on recent work demonstrating the important role that mindf...

Cites in Google Scholar: 56
 
Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool

G Ladegard, S Gjerde The Leadership Quarterly 2014

In this study, we used a two-phase exploratory sequential design consisting of qualitative and quantitative research methods to assess leadership coaching as a leadership development tool. A focus group study combined with a review of theory resulted in hypotheses linking coaching to increased leader role-efficacy (LRE) and leader's trust...

Cites in Google Scholar: 46
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The Effect from Executive Coaching on Performance Psychology

F Moen, E Skaalvik International Journal of Evidence Based Coaching and Mentori... 2009

In this study, the authors explore the effects of an executive coaching programme on important performance psychology variables (self-efficacy, causal attribution, goal setting, and selfdetermination). One hundred and forty-four executives and middle managers from a Fortune high-tech 500 company participated in the experiment over a pe...

Cites in Google Scholar: 73
 
How can humanistic coaching affect employee well-being and performance? An application of self-determination theory

AS Gabriel, CM Moran, JB Gregory Coaching: An International Journal of Theory, Research and P... 2014

Coaching has established itself as a key component of employee learning and development. Yet, despite the prevalence and impact of coaching in organisations, there has been a lack of theory regarding the processes through which coaching behaviours influence outcomes for coachees (i.e. motivation, performance and wellbeing). As such, i...

Cites in Google Scholar: 6
 
Training combined with coaching can make a significant difference in job performance and satisfaction

D Bright, A Crockett Coaching: An International Journal of Theory, Research and P... 2012

Coaching in organisations is often limited to high potential employees and varying levels of management for a specific duration of time, typically lasting six months. The Strategies for Enhancing Performance Initiative introduces a more simplified usage of coaching and one that has potential to address a much larger audience. The Strategi...

Cites in Google Scholar: 14
 
The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching

R Jones, SA Woods, YRF Guillaume Journal of Occupational and Organizational Psychology 2016

This study presents a meta-analysis synthesizing the existing research on the effectiveness of workplace coaching. We exclusively explore workplace coaching provided by internal or external coaches and therefore exclude cases of manager–subordinate and peer coaching. We propose a framework of potential outcomes from coaching in organizati...

Cites in Google Scholar: 0
 
Who sees change after leadership coaching? An analysis of impact by rater level and self-other alignment on multi-source feedback

D MacKie International Coaching Psychology Review 2015

Objectives: The objective of this research was to investigate the use of multi-source feedback in assessing the effectiveness of a strength-based coaching methodology in enhancing elements of the full range leadership model. It also investigated the effects of self-other rater alignment on leadership outcomes after coaching. Design: A ...

Cites in Google Scholar: 8
 
Workplace, Executive and Life Coaching: An Annotated Bibliography from the Behavioural Science and Business Literature

A Grant 2011

The use of coaching in order to enhance performance, professional or personal development, psychological and subjective well-being, and general life experience is increasing in popularity. This annotated bibliography draws only on scholarly papers from the behavioural science literature as presented in PsycINFO, Business Source Premier an...

Cites in Google Scholar: 3
 
A practice analysis of coaching psychology: Toward a foundational competency model

V Vandaveer, R Lowman, K Pearlman, J Brannick Consulting Psychology Journal: Practice and Research 2016

This article presents results of an initial, empirically based professional-practice analysis (i.e., “job analysis”) of executive/professional development coaching by psychologists. This project was initiated in 2012 by the Society of Consulting Psychology (SCP) and the Society for Industrial and Organizational Psychology (SIOP) in a coll...

Cites in Google Scholar: 4
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Multi-stakeholder contracting in executive/business coaching: an analysis of practice and recommendations for gaining maximum value

E Turner, P Hawkins International Journal of Evidence Based Coaching and Mentori... 2016

Multi-stakeholder contracting for coaching takes place in organisational settings worldwide. This article presents the results and implications of an international study which explored its use in executive and business coaching, with the aim of sharing best practice and achieving maximum value for all participants. Respondents (n=651) wer...

Cites in Google Scholar: 1
 
Facilitating Successful Behavior Change: Beyond Goal Setting to Goal Flourishing

K Nowack Consulting Psychology Journal: Practice and Research 2017

Most successful coaching engagements encourage clients to start, increase, decrease, modify, or stop behaviors that contribute to their effectiveness and performance on the job (Fogg, n.d.). Successfully sustaining new or altered behaviors over time until they become a habit is even more difficult (Nowack, 2009). Goal intentions (e.g., “I...

Cites in Google Scholar: 0
 
The Efficacy Of Executive Coaching: An Empirical Investigation Of Two Approaches Using Random Assignment And A Switching-Replications Design

J Williams, R Lowman Consulting Psychology Journal: Practice and Research 2018

Using random assignment and a switching-replications design in a corporate setting, this study compared the effectiveness of two approaches to executive coaching: goal-focused and process-oriented. Goal-focused coaching is based on goal-setting theory, which concentrates on identifying a task to be accomplished, whereas process-oriented c...

Cites in Google Scholar: 0
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