Luisa Ribeiro

Person centered coaching

Executive coaching is a tool for professional development. Organizations want results, people want fulfillment and to perform. How much room should there be to accommodate both needs which we consider complementary? Coaching is inherently humanistic. However we find both theories and practices that do not truly respect this paradigm. The goal of this research is to test whether a new form of coaching following the Person Centered Approach (PCA) (i.e., humanistic), can promote personal and professional development. With this in mind, a PCA coaching training course was developed. The 13 participants (all white collar workers, mostly team managers) were asked to answer a trigger question. The resulting contents underwent a lexical analysis using Alceste software. Three classes were identified: the first relates to the course as a group cohesive force, promoting professional development, a second class resumes the value of the followed methodology, and a third one about skills and attitude development. We conclude that humanism and coaching can coexist, developing people in a holistic manner, making them aware of the several life dimensions – personal, organizational and social.

Creating conditions for creativity in the XXI century

Creativity rises from the interaction between the acting individual, the domain he performs in, and the social environment he lives and moves in. It can be the fuel for organizational survival and/ or growth, and for workers’ development and performance. It is therefore important to understand the conditions workers can be offered in order to function creatively. Based on an interview script about creativity, 8 in-depth interviews were conducted, having an average duration of 2.5 hours each. The participants were publicly recognized creative workers, from diverse areas -Physics, Biology, Dance, Industrial Design and Visual Arts. The collected content was submitted to Alceste, a lexical analysis program. The results were the base for constructing a 99 items scale which was applied to a sample of 304 workers. After conducting a Principal Analysis Components procedure in SPSS, four factors were identified. The validity and reliability studies allowed the scale to be reduced to 26 items, and it was then validated with 236 workers. The presented instrument shows good psychometric properties and is particularly adapted to being applied in organizational ground.