@article{Tamir,2016Lifespan,
abstract = {Lifespan psychology suggests that executives in their 30s, 40s, and 50s represent different maturational levels and professional experience. To date, research has not explored the relationship between the age of an executive and the coaching process or coaching outcomes. We hypothesized that executives in these age ranges would respond differently to the executive-coaching engagement. We analyzed 72 executive-coaching engagements to evaluate the relationship of age to 4 variables: Responsiveness, Selfreflection, Nondefensiveness, and Degree of Change. Results indicate that the age group 30 to 39 was significantly lower on Self-reflection and Degree of Change compared with executives in the 40 to 49 and 50 to 59 age groups. This may be a function of maturational elements, such as focused ideals and rule-driven behavior to achieve professional stature, and of organizational indicators that they are already placed in a high-potential, elite group. We suggest methods to stimulate both self-reflection and developmental growth unique to the 30 to 39 age group.},
author = {Tamir, L. and Finfer, L.},
title = {Executive coaching: The age factor},
number = {4},
journal = {Consulting Psychology Journal: Practice and Research},
keywords = {executive coaching; self-reflection; lifespan; behavioral change},
pages = {313-325},
year = {2016},
language = {English},
url = {psycnet.apa.org/journals/cpb/68/4/},
volume = {68}
}