Jonathan Passmore

A critical review of executive coaching research: a decade of progress and what's to come

This paper aims to summarise the current state of coaching research as a basis for future studies. It seeks to provide a frame of reference for researchers and reflective practitioners interested in research to ensure that future studies build on previous work and add to our knowledge and understanding of coaching as a unique domain of practice. The paper is divided into three sections. The first two sections review the state of coaching research over the past 100 years, with a greater focus on the past decade when the number of studies published has accelerated. The paper divides the recent research into categories: the nature of coaching, coach behaviour studies, client behaviour studies, relationship studies and executive coaching impact studies and discusses research methods including Interpretative Phenomenological Analysis, Grounded Theory and Discourse Analysis, randomised controlled trials, meta-analysis and mixed methods research. The third section considers the future direction research may take. It identifies key themes and sample research questions which the authors believe could be the focus of future research. The paper concludes by noting that coaching research is likely to continue to grow over the coming decade, and this growth offers an opportunity for the research–practitioner partnership to be strengthened and maintained.

AN INTEGRATIVE MODEL FOR EXECUTIVE COACHING

Executive coaching has grown in popularity, but in spite of this growth, the use of sophisticated approaches appears limited. This article brings together a series of evidence-based approaches to build an integrated model for executive coaching, which can be described as integrative coaching. This model uses the concept of working at multiple levels with coaches; behavioral, cognitive, and unconscious. It combines these elements into “streams,” which the coach works across seamlessly. The model recognizes the central importance of building a coaching partnership and the role of emotional intelligence in this process with a focus on improving performance at work.

Coaching non-adult students for enhanced examination performance: a longitudinal study

Abstract This paper reviews the development of coaching in schools and presents findings from a multi-school site longitudinal study in the UK. The paper starts by reviewing the coaching educational literature and identifies the growth of coaching in educational settings for teacher development and principal/head teacher performance. The paper uses as an example leading work in Sandwell Council to explore the potential for coaching to be extended to working with non-adult populations, specifically with children preparing for examinations and builds on previous studies in this area. The paper highlights the processes involved in training coaches in this project, the coaching process and the outcome of a three-year longitudinal study. It moves to discuss the emerging potential for coaching in working with non-adult students and how educational authorities can use the Sandwell example to develop their own programmes. The study shows the benefits of coaching when used as a personal development tool to support learning. It also reveals the potential for coaching as an intervention for non-adult populations, specifically in enhancing examination performance and its potential to become a government tool to address social disadvantage and, if targetted, to increase the number of children from lower socio-economic groups progressing to university. The paper lastly raises the question whether coaching can be used to address challenges faced by young people during periods of stress.

Using MBTI type to explore differences and the implications for practice for therapists and coaches: Are executive coaches really like counsellors?

This study investigated a relationship between personality types and preferred methods of coaching. A total of 278 UK-based coaches completed an on-line survey, with 212 completing the section on Myers Briggs Type Inventory (MBTI) data. The results indicated that coaches were significantly more likely to have an intuitive (N) preference than a sensing (S) preference when compared to the wider UK population. Coaches were significantly different from UK counsellors in the balance between thinking (T) and feeling (F) preferences, with coaches being guided more by thinking preferences and counsellors using feeling preferences more often. Investigation on differences on the use of coaching models and MBTI types revealed that differences were not statistically significant. Statistically significant relationship between MBTI type and career roles: coaching or counselling, were found. The article highlights the implications of personality preferences for the selection and training of coaches.

SOAP‐M: a training evaluation model for HR

Purpose – The purpose of this paper is to critically review existing models for evaluating organizational human resource (HR) interventions and to develop a practical but robust model for use by practitioners and researchers.Design/methodology/approach – A literature review was undertaken of existing models developed to evaluate organizational HR interventions. Based on these a new model was developed.Findings – The paper suggests that many of the existing models are either outdated or lack practical focus. The SOAP‐M model offers five levels for evaluation, four suitable for HR professionals and a fifth level for researchers.Research limitations/implications – The paper is conceptual and the model needs to be tested by organizations to assess whether this has utility for HR practitioners.Practical implications – The model offers a framework for conducting evaluations of organizational interventions and encourages HR practitioners to improve their practice by conducting robust evaluations of the intervent...

The nature and focus of coaching in the UK today: a UK survey report

This paper reports and discusses the findings of the UK coaching survey run in 2010/2011 and compares these findings with similar surveys within the UK and in the USA. The paper explores the nature of coaching in the UK today. It confirms that the prevailing focus of UK coaching activity is business and management related. It also establishes that a majority of UK coaches who responded to this survey are accredited with a coaching-related professional body, and the majority of coaches identify themselves as independent consultants, with a business and management orientation. This trend appears to reflect business demand for recognised qualification among a growing number of external coaches in the UK.

Using appreciative inquiry in sales team development

Purpose – The purpose of this paper is to explain the appreciative inquiry change methodology and to demonstrate how it can be applied to a specific work challenge.Design/methodology/approach – This paper first explains the appreciative inquiry method and gives an account of how the approach was applied to a sales team development event.Findings – Appreciative inquiry is a change approach that is growing in popularity. This paper demonstrates the flexibility of this approach within the context of change and development. In the case study under examination the incorporation of appreciative inquiry based practice enhanced both the development experience and post event performance.Practical implications – This paper gives clear guidance on the basic model of appreciative inquiry and how it can be practically employed in a familiar context.Originality/value – Appreciative inquiry offers an alternative approach to organisational development to either personality based or problem solving based development. By c...

The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development: Leonard/The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development

About the editors vii About the contributors ix Foreword xv Series preface xvii Railway Children xix 1 The Role of Psychology in Leadership, Change, and Organization Development 1 H. Skipton Leonard, Rachel Lewis, Arthur M. Freedman, and Jonathan Passmore Part I Leadership 13 2 A critical review of leadership theory 15 Beverly Alimo-Metcalfe 3 Evidence-based management and leadership 49 Rob B. Briner and Neil D. Walshe 4 Psychodynamic issues in organizational leadership 65 Manfred F.R. Kets de Vries, Elizabeth Florent-Treacy, and Konstantin Korotov 5 Do I trust you to lead the way? Exploring trust and mistrust in leader follower relations 89 Michelle C. Bligh and Jeffrey C. Kohles 6 Leader culture fit: aligning leadership and corporate culture 113 Gary N. Burns, Lindsey M. Kotrba, and Daniel R. Denison 7 When leaders are bullies: concepts, antecedents, and consequences 129 Stale Einarsen, Anders Skogstad, and Lars Glaso 8 Leadership and employee well-being 155 Emma Donaldson-Feilder, Fehmidah Munir, and Rachel Lewis 9 Transformational leadership and psychological well-being: effects on followers and leaders 175 Kara A. Arnold and Catherine E. Connelly 10 Making the mindful leader: cultivating skills for facing adaptive challenges 195 Jeremy Hunter and Michael Chaskalson 11 The future of leadership 221 David V. Day and John Antonakis Part II Change 237 12 The History and Current Status of Organizational and Systems Change 239 H. Skipton Leonard 13 Positive psychology and appreciative inquiry: the contribution of the literature to an understanding of the nature and process of change in organizations 267 Stefan P. Cantore and David L. Cooperrider 14 P articipation and organizational commitment during change: from utopist to realist perspectives 289 Rune Lines and Marcus Selart 15 Developmental Approaches for Enhancing Organizational Creativity and Innovation 313 Jane Henry 16 Individual readiness for organizational change 331 Myungweon Choi and Wendy E.A. Ruona 17 Towards an integration of stage theories of planned organizational change 347 Janice M. Prochaska, James O. Prochaska, and Dustin Bailey 18 Culture and change in developing Western countries 357 Anthony Montgomery Part III Organizational Development 379 19 A Critical Review of Organization Development 381 Bernard Burnes 20 The application of systems theory to organizational diagnosis 405 Arthur M. Freedman 21 Organizational-development research interventions: perspectives from action research and collaborative management research 443 David Coghlan and A.B. (Rami) Shani Index 461

Safety coaching: a literature review of coaching in high hazard industries

Purpose – The purpose of this paper is to critically review the research literature on safety coaching, with a particularly focus towards work in safety critical environments such as oil and gas, manufacturing and driving. Design/methodology/approach – A literature review was undertaken of existing research, specifically in high-hazard industries, to assess whether safety coaching could be applied in the offshore oil and gas industry. Findings – The paper suggests that coaching may offer some potential in helping support learning, behaviour change and is consistent with feedback and development approaches used in behavioural-based safety. Research limitations/implications – Further research would be needed to test the value of coaching to this new environment. Practical implications – The paper informs practice on the development of coach training for safety coaching offshore. Originality/value – The paper offers a new understanding of the potential of safety coaching in a new area of practice.

The role of coaching in police driver training

Purpose – The purpose of this paper is to explore the potential value of coaching as a learning method for driver development within police blue light environments.Design/methodology/approach – An Interpretative Phenomenological Analysis (IPA) study was undertaken with a sample of participants who had attended a five‐day coaching skills programme run for the Metropolitan Police Driving School, UK advanced driving instructors and a sample of police driving trainees who had been taught using a coaching approach.Findings – The results indicate that the instructors who had taken part in the coaching training identified coaching as being of value in their work with developing advanced driving skills, specifically in raising awareness of police drivers and reducing drivers’ risk‐taking behaviour. The trainees indicated that they saw coaching as being of value in their learning in areas such as increased flexibility of approach and a focus on the relationship between attitude and driver behaviour.Research limita...