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Advances in research on coaching outcomes.

S Greif International Coaching Psychology Review 2007

The review gives a theoretically grounded overview over new advances of research on coaching outcomes. In the first part general standard outcome measures and different specific methods are presented. The second part summarises studies that investigate coaching outcomes as the result of changes in pre-requisites or preconditions for co...

An integrated model of developmental coaching.

O Laske Consulting Psychology Journal: Practice and Research 1999

This article outlines a coaching paradigm derived from constructive-developmental psychology, family therapy supervision, and theories of organizational cognition. The paradigm is one of transformative, developmental coaching, and thus it differs from both cognitive-behavioral and psychodynamic approaches. The paradigm is exemplified by a...

The state of executive coaching research: What does the current literature tell us and what’s next for coaching research.

J Passmore, C Gibbes International Coaching Psychology Review 2007

This paper asks the question; what do coaching psychologists bring to the developing market of executive coaching? While psychologists are trained in human behaviour, this paper argues that their real unique contribution may be their ability to undertake high quality research. The paper moves to summarise executive coaching research to da...

Evidence Based Coaching Handbook: Putting Best Practices to Work for Your Clients

A Grant, D Stober John Wiley & Sons 2006

Executive coaching: it works!

FA Kombarakaran, JA Yang, MN Baker, PB Fernandes Consulting Psychology Journal: Practice and Research 2008

Outcomes of this empirical study demonstrated that executive coaching is an effective method of leadership development. One hundred fourteen executives and 42 coaches were surveyed using instruments designed to gather both quantitative and qualitative data. Results indicated that executive change occurred in 5 areas: people management, re...

Multimodal therapy: A useful model for the executive coach.

JT Richard Consulting Psychology Journal: Practice and Research 1999

The author suggests the use of Arnold A. Lazarus's multimodal therapy model as an integrative and holistic approach to executive coaching. So as not to overlook any significant factors, the coach evaluates the executive on seven dimensions. The eclectic-oriented practitioner is encouraged to use a variety of interventions and tests that u...

A theory of team coaching

J Hackman, R Wageman Academy of Management Review 2005

After briefly reviewing the existing literature on team coaching, we propose a new model with three distinguishing features. The model (1) focuses on the functions that coaching serves for a team, rather than on either specific leader behaviors or leadership styles, (2) identifies the specific times in the task performance process when co...

Ideas on Fostering Creative Problem Solving in Executive Coaching.

JT Richard Consulting Psychology Journal: Practice and Research 2003

The author proposes deliberately emphasizing rational, creative problem-solving techniques in psychological executive coaching, a process that is essentially problem oriented. This can be especially important for clinical/counseling psychologists who wish to retool to add executive coaching to their services. Fostering creativity can be a...

The meeting of the minds: Positive psychology and coaching psychology

C Kauffman, PA Linley International Coaching Psychology Review 2007

As part of this special issue of the International Coaching Psychology Review, Carol Kauffman and Alex Linley sought the views of some leading figures in positive psychology about how they saw a positive coaching psychology. Here is what they had to say.

Coaching at the top: Assisting a chief executive and his team.

M Kralj Consulting Psychology Journal: Practice and Research 2001

Coaching at the executive level of organizations most often includes a blend of individual, team, and organizational interventions. As psychologists, traditions lead us to rely heavily on our unique expertise in individual assessment and treatment in working for organizational change. To explore the limits of this tradition, this case stu...

The long-term independently assessed benefits of coaching: A controlled 18-month follow-up study of two methods

J Franklin, A Franklin International Coaching Psychology Review 2012

Objectives: An earlier study by Franklin and Doran (2009) provided the first evidence that coaching benefits objective performance as assessed by evaluators’ blind to participation in coaching. This study examines the efficacy of two coaching programmes on independently evaluated academic performance 12 and 18 months after the completi...

Coaching for leadership resilience: An integrated approach

C Smith International Coaching Psychology Review 2017

Objectives: Existing approaches to coaching leaders for resilience are fragmented and often drawn from the developmental or clinical context but little empirical research has investigated the leadership perspective on resilience. The objective of this study was to establish how leaders conceptualise resilience in their context in order to...

One-to-one coaching as a catalyst for personal development: An Interpretative Phenomenological Analysis of coaching undergraduates at a UK university

N Lancer, V Eatough International Coaching Psychology Review 2018

Objectives: This paper examines the experience of nine undergraduates who had six coaching sessions over an academic year. It is part of a wider study which explores how young people experience and understand personal growth in the context of university life. Design: A qualitative, longitudinal design was employed and semi-structured i...