Developing Leaders by Executive Coaching: Practice and Evidence by Andromachi Athanasopoulou & Sue Dopson

Author:Andromachi Athanasopoulou & Sue Dopson
Language: eng
Format: mobi
Publisher: OUP Oxford
Published: 2015-01-21T14:00:00+00:00

1

Foster &

Study of the effects

Description of four

One to ten hours of coaching

Consulting

A

Lendl (1996)

of eye movement

case studies (from

based on the EMDR

– Participants’ negative view shifted to more positive.

Psychology

PPE

desensitization

various job and

technique to desensitize an

– Work performance was restored or enhanced.

Journal: Practice

N

and reprocessing

industries) based on

upsetting event that impaired

and Research

D

(EMDR) on executive

authors’ experience.

work performance.

– Decrease of anxiety levels in 4th case.

IX

coaching.

II

2

Diedrich

Provides consulting

One case study, a

COMPETENCY APPROACH

– Learned to plan for both personal and business

Consulting

(1996)

psychologists with

senior manager in

Used the Hay/McBer Executive

outcomes.

Psychology

an overview of an

his mid-forties. EC

360 assessment process

– Executive became more able to manage his need

Journal: Practice &

iterative approach

conducted by the

and a competency-based

to dominate, and reward and develop others as

Research

to EC (employed

author.

programme including

opposed to just directing them. This tendency did

for coaching a

three-hour interview. Use

not completely disappear, but was improved.

‘troubled’ leader).

of additional instruments

(FIRO-B or Element B and

– Became more gentle and aware of others’ needs

the Strength Deployment

at work and more interpersonally sensitive and

Inventory, and 16PF) and

available in personal life.

ongoing data collection and

– Post-EC, participant’s team or group management

looped feedback process.

skills were still developing, considering his tendency

to do it alone and on his own standards.

3

Kiel, Rimmer, Presents an intense, One case study of

SYSTEMS-ORIENTED

– Substantial positive changes in his interactions

Consulting

Williams, &

systems-oriented

a forty-year-old

APPROACH

were observed by his colleagues.

Psychology

Doyle (1996)

approach to

male senior sales

EC programme consisted of

– After EC, the participant joined a new and larger

Journal: Practice &

(Review

the leadership

and marketing

three distinct phases: fact

team, as part of a new job role, and was seen as

Research

article

development of

executive of a

gathering (including

a real team player among his peers and visionary

with some

top-level executives. major international

psychological tests);

(even ‘inspirational’) leader of his staff.

empirical

corporation. EC

planning and consolidation;

– Participant described the EC intervention as a

findings)

conducted by the

implementation and

authors. Participant

development.

‘life-changing’ event.

described as a

‘star performer’

with immense

interpersonal

problems.

4

Olivero, Bane, Examined the

Thirty-one

Coaching included: goal

– Training increased productivity by 22.4 %.

Public Personnel

& Kopelman

effects of EC in

managers (top-level setting, col aborative problem – Coaching increased productivity by 88.0% (i.e., Management

(1997)

a public sector

managers, mid-level solving, practice, feedback,

significantly greater gain compared to training

municipal agency (a managers, and

supervisory involvement,

alone).

health agency in a

supervisors)

evaluation of end-results,

major north-eastern underwent a

and a public presentation

– All coaches and coachees reported favorable

US city).

conventional

(not clarified in the article,

reactions (qualitative measurement).

managerial training

but description fits the

programme,

COGNITIVE BEHAVIOURAL).

followed by eight

weeks of one-on-

one EC.

5

Judge &

Study of the

Survey of sixty

NOT SPECIFIED

Identified: the characteristics of coaches and

Business Horizons

Cowell (1997) emerging field

coaches and

coachees, what a typical EC intervention includes

of EC.

follow-up telephone

and types of assessments performed, typical issues

interviews.

requested to address through EC.

6

Hal , Otazo, & Examine the way EC Interviews with

NOT SPECIFIED

– Most executives rated the overall effectiveness of

Organizational

Hollen beck

has been applied,

seventy-five

their coaching experience as ‘very satisfactory’ (four Dynamics

(1999)

issues covered in

executives in

on a five-point scale).

EC, EC effectiveness Fortune 100

– EC produces a specific value-added: executives

and lessons from EC companies and with

acquire new skills, abilities, and perspectives, which

practice.

fifteen executive

allow accomplishing things that they could not do

coaches.

before EC.

– Reported improved performance.

– Developed new attitudes and perspectives (e.g.

more patience).

AP

– Executives had four types of ‘protean

PE

learning’: learning relating to performance and

ND

attitude perspective change (in the short-term)

IX

and adaptability and identity change (in the

II

long-term).

16

– Positive outcomes for coaches, too: they learn more

9

about the business and internal politics.

( continued)

17

#

Author(s)

Theme/Purpose

Methodology

EC Approach/ Technique

Key Findings/Outcomes

Publication

0 A

7

Garman,

Determine the

Content

NOT APPLICABLE

– Media coverage of EC has been growing.

Download

Copyright Disclaimer:
This site does not store any files on its server. We only index and link to content provided by other sites. Please contact the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately.