Dissertations / Theses: 'Coaching'

1

Falk, Michael, and Karolina Törnqvist. "Coaching- coachens roll och lärande i mötet." Thesis, Kristianstad University College, Department of Behavioural Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-4364.

Full text

Abstract:

Coaching i omställningssituation är inte något nytt fenomen. Redan på 1970-talet skrevs det första avtalen som öppnade upp för tjänstemännen på den privata sidan att erhålla hjälp vid uppsägning. I dagens globaliserade värld, där det gäller att vara flexibel, och där hjulen snurrar fortare och fortare, kommer också ett behov till reflektion fram. Coachingrörelsen växer sig starkare och får därmed också mer uppmärksamhet. Med denna uppsats har vi för avsikt att undersöka coachens roll i mötet med de klienter som befinner sig i en omställningssituation. Med detta som utgångspunkt har vi använt oss av en kvalitativ metod i form av intervjuer för att samla in data. Vi har valt att titta på coaching genom att fokusera på de processer som sätts igång i en omställningssituation. På så sätt kan vi anlägga pedagogiska perspektiv på vår studie som är utförd med hjälp av två organisationer som helt eller delvis sysslar med detta. Vi har använt oss av kvalitativ metod och har intervjuat 11 coacher.

Vårt resultat visar att coacherna ser omställning som ett pedagogiskt område. Coacherna använder sig av sina erfarenheter för att försöka få klienterna i omställningssamtalen att inta ett reflekterande förhållningssätt. Genom att kommunicera med klienterna och framför allt inta en lyssnande funktion uppstår ett lärande även för coacherna i omställningssituationerna. Coachernas lärande handlar framför allt om vidgad människokännedom och självinsikt men även de kommunikativa färdigheterna utvecklas.

APA, Harvard, Vancouver, ISO, and other styles

2

Wentzel, Malmberg Caroline. "Coaching på AIC? En studie om arbetssökandes förväntningar och deras respektive coachens uppfattning av coaching." Thesis, Malmö högskola, Lärarutbildningen (LUT), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30459.

Full text

Abstract:

Studiens syfte är att ta reda på de arbetssökandes respektive coachens förväntningar, och även vilken roll de arbetssökande tillskriver coacherna på Arbets- och Integrationscenter (AIC) i Malmö. Examensarbetet är skrivet utifrån den kvalitativa metoden och är en intervjustudie med sammanlagt åtta intervjuer då sju intervjuer med arbetssökande och en intervju med en coach. Den tidigare forskningen behandlar den sökandes förväntningar på vägledningen. I Kristina Johanssons uppsats som handlar om vägledningen ur ett sökande perspektiv studerar hon den sökandes förväntningar samt hur förväntningarna på vägledningen uppnåtts eller ej. I Anders Lovéns avhandling handlar om elevers förväntningar och möten med vägledare i grundskolan. De teorianknytningarna som används i studien är Erving Goffmans som handlar om roller, Gunnel, Lindhs verk som handlar om sökaren och hjälparen, Susanne Gjerdes verk där begreppet coaching förklaras samt vikten av en god relation mellan den sökande och coachen.I resultatet framkommer de arbetssökandes respektive coachens bild av vad coachingen på AIC, vilket visar att de inte har en enhetlig bild av coachingen. Bilderna jämförs med varandra och coachen uttalar sig om vart eventuellt missförståndet kan komma ifrån. Det visar sig att de arbetssökande lägger stor vikt vid en bra relation och kontakten med coachen anses vara oerhört viktig. De arbetssökande vill även få hjälp med att skriva CV, få kontakter ute i arbetslivet och få hjälp med att söka arbete. Resultatet analyseras utifrån frågeställningarna med hjälp av litteraturen för att svara på frågorna. Det blir uppenbart att de arbetssökande och coachen inte har samma syn på vad coaching är på AIC. Även betydelsen av en bra relation mellan de arbetssökande och coacherna utforskas.I slutdiskussionen diskuteras coacherna vid AIC´s titel och hur relevant det är att även kalla dem för coacher. Dessutom diskuteras coachernas arbetsuppgifter som analyseras med hjälp av litteraturen. I metoddiskussionen diskuteras den kvalitativa metoden som användes i studien.

APA, Harvard, Vancouver, ISO, and other styles

3

Read, Michael James Barber. "Investigating organizational coaching through an athletic coaching comparison : determining high performance coaching practices in organizations." Thesis, University of British Columbia, 2011. http://hdl.handle.net/2429/36112.

Full text

Abstract:

Increasing emphasis on employee development has resulted in the emergence of coaching in organizations. Organizational coaching unites the various approaches and forms of coaching which currently exist within organizational boundaries. Though athletic coaching analogies are widespread within organizational coaching literature, a comprehensive comparison of athletic and organizational coaching has not been conducted. Omission of key athletic coaching practices in organizational coaching may hinder top employee performance. Through a multi-phase, mixed-method design, a comparison of athletic and organizational coaching was completed. The initial phases of the study reviewed the emergence of organizational coaching and compared athletic with current forms of organizational coaching. The quantitative and qualitative responses provided by coaches helped explain why the athletic approach to coaching is not extensively used in organizations. Main categories of comparison were found which guided item construction for the high-performance coaching practices (HPCP) measure. A second study of athletic and organizational coaches allowed psychometric analyses which helped construct the final HPCP measure. The HPCP may have great utility for researchers, coaches, and organizational stakeholders by helping to align the performance management system to the athletic coaching approach. Increased usage of HPCPs may also aid in coach selection, coach-coachee matching, and promote employee health and well-being. The coaching approach is placed on the consulting-to-counselling developmental spectrum, which helps define the formats and roles of organizational coaches in workplaces. A model for organizational coaching was produced, providing guidance on how HPCPs fit within the overall organizational coaching program. The coaching model provides a foundation for future coaching research and practice. With the constant and ongoing influences on organizational coaching from athletics, the athletic approach to coaching can no longer be ignored. This comparative research project provides the preliminary steps to establish the coaching approach, based mainly on athletic coaching HPCPs, as a legitimate approach to coaching in organizations. Researchers, organizations, and coaches interested in employee and organizational development may discover that this approach to organizational coaching, utilizing HPCPs, is essential. For employees wishing to “go for gold” as athletes do, the coaching approach provides a comprehensive framework from which an individualized coaching program can be constructed.

APA, Harvard, Vancouver, ISO, and other styles

4

Kiosoglous, Cameron Michael. "Sports Coaching Through the Ages with an Empirical Study of Predictors of Rowing Coaching Effectiveness." Diss., Virginia Tech, 2013. http://hdl.handle.net/10919/22029.

Full text

Abstract:

Coaching effectiveness is a result of a coach getting the best out of the people and resources in their environment. For coaches, learning from experience is vital in a role that is a complex, dynamic and multifaceted process of balancing fun and winning where one cannot be sure if results will go according to plan. At the Olympic level, due to commercialization more money is being spent than ever before on developing more professional and effective training systems to maximize athletic performances. Medals won determine how a coach is evaluated and with more nations competition at a higher level, success is becoming even more competitive. More qualified and adaptable coaches are required to cope with the demands of international competition. The literature has been extensively examined based on the research question: to what extent is coaching success predicted by a coaches\' ability to self-reflect on past experiences? The purpose of this study was to demonstrate that if coaches who are highly self-reflective and have successful athletic and coaching experiences would be more likely to have future coaching success than those who either were not self-reflective or had less success in the past.
Coaching knowledge is acquired though experience and the process of learning and self-reflection is an activity that facilitates this process. This study showed that rowing coaching experience and rowing athletic experience are positive predictors of coaching success, albeit weakly so. While self-reflective activities are not predictors of coaching success, self-reflection is an activity that coaches engage in. This study also identified the challenges in measuring coaching success. But like any domain, deliberate practice, which is a known pathway to developing expertise, is an activity that contributes to the professionalization of sports coaching and its advancement as a profession.

Ph. D.

APA, Harvard, Vancouver, ISO, and other styles

5

McLymont, Enid Floretta. "Mediated learning through the coaching approach facilitated by cognitive coaching." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0009/NQ59634.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Beukes, Barend Jacobus. "Pastoral coaching : life coaching as a tool for pastoral care." Thesis, Anglia Ruskin University, 2012. http://arro.anglia.ac.uk/702996/.

Full text

Abstract:

The purpose of this professional doctorate is to explore how life coaching was used to enhance the ministry of pastoral care, as practised within a specific Christian charity, and, in the light of this exploration, to develop a theory of pastoral coaching. This approach, in which life coaching techniques are incorporated into the discipline of pastoral care, aims to address a lack of emphasis on techniques and methods in the field of pastoral care. It is argued that this approach could be used as an additional method of pastoral care. Various types of pastoral care, as well as life coaching, are investigated through a literature review. Seven clients, who underwent this method of intervention between July 2006 and February 2009, and of whom adequate case notes were available, were selected. These seven cases consisted out of four female and three male participants and chronologically spanned the whole unit of analysis. A multiple-case study design was used to reflect retrospectively upon this work with these clients in the light of the literature review. From this reflection, a theory of pastoral coaching is developed. This theory suggests that the aim of pastoral coaching is to foster wholeness in clients. Pastoral coaching achieves this aim through using a combination of pastoral care and life coaching techniques and methods. Although pastoral coaching could be regarded as a form of supportive pastoral care, its structure is similar to that of solution-focused coaching. The five traditional functions of pastoral care, healing, sustaining, guiding, reconciling and nurturing, form five separate phases in the process of pastoral coaching as clients progress towards a greater sense of wholeness. The outcome of this research suggests that pastoral coaching could be used as an alternative method of pastoral care. This method could subsequently be used to provide pastoral care practitioners with a clear set of guidelines that is pastoral in nature, while also utilising certain life coaching techniques that could help clients practically.

APA, Harvard, Vancouver, ISO, and other styles

7

Almeida, Sandra Luzia Esteves Oliveira de. "Supervisão em coaching: o desenvolvimento profissional de especialistas de coaching." Doctoral thesis, Universidade de Évora, 2013. http://hdl.handle.net/10174/12271.

Full text

Abstract:

A prática do coaching tornou-se uma profissão emergente e a supervisão em coaching tornou-se uma prática reflexiva desta profissão. Este trabalho de investigação tem como objetivo descrever e caracterizar a supervisão enquanto processo de desenvolvimento de especialistas de coaching nas perspetivas do supervisando e do supervisor. Numa primeira parte apresentamos o enquadramento teórico, (conceitos, processos de desenvolvimento profissional, diferentes perspetivas de supervisão em coaching). Na segunda parte descrevemos o estudo empírico, no qual utilizámos um modelo de análise qualitativa de conteúdo de entrevistas semiestruturadas. Realizámos 13 entrevistas (5 supervisores e 8 supervisandos) as quais foram gravadas em áudio e posteriormente transcritas e analisadas (NVIVO8). Os resultados demonstram que a supervisão como uma prática reflexiva, conduz ao desenvolvimento, considera as necessidades do supervisando e reverte-se em ganhos significativos também para os supervisores. A supervisão em coaching evidenciou ter uma identidade própria embora partilhe com outras práticas de supervisão elementos comuns; ABSTRACT: SUPERVISION IN COACHING: PROFESSIONAL DEVELOPMENT OF SPECIALISTS IN COACHING The practice of coaching has become an emerging profession and the supervision in coaching has become a reflexive practice of this profession. This research has the aim of describing and characterizing supervision whilst process of development of specialists in coaching in the perspective of the supervisor and supervisee. In a first approach we present the theoretical structure, (concepts, processes of professional development, different perspectives of supervision in coaching). In the second we describe the empirical study, in which we used a model of qualitative analysis of context of semistructured interviews. We performed 13 interviews (5 of which to supervisors and 8 to supervise) which were recorded in audio and later transcribed and analyzed (NVIVO8). The results demonstrate supervision as a reflexive practice which leads to development, considers the needs of the supervised and reverts into significant gain for the supervisors as well. The supervision in coaching has proved to have a proper identity although shared with other practices of common element supervision.

APA, Harvard, Vancouver, ISO, and other styles

8

Andrade, Miñano Juan Alberto, Flores Karen Cinthya Espejo, Silva Ulises Humala, and Ureta Sara Zegarra. "Proyecto Life Coaching." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/625863.

Full text

Abstract:

El presente trabajo de investigación se realizó para validar la necesidad de la población de Lima de contar con un coach de la salud que le brinde asesoramiento para cuidar su salud a través de la alimentación. Necesidad que surge a causa de problemática actual sobre obesidad y sobrepeso que la población peruana viene enfrentando por los malos hábitos de alimentación y la falta de ejercicios en su rutina de vida por un factor tiempo. Luego de haber recabado información necesaria se elabora el presente trabajo de investigación con la finalidad de poner en marcha un proyecto empresarial para la creación de una empresa que brinda el servicio de asesoramiento nutricional que está estrechamente relacionado con el bienestar del individuo, el equilibrio, la atención plena y la eficiencia de sus metas personales. Para el desarrollo de este proyecto se realizó entrevistas de profundidad con la finalidad de delimitar nuestro segmento objetivo. La metodología que se ha implementado, han sido las entrevistas cualitativas abiertas, a personas que ya cuentan con estilo de vida sano, segmento al que atenderá Life Coaching. Los resultados de las entrevistas efectuadas nos muestra que existe un mercado potencia interesado en nuestra idea de negocio. Para la viabilidad de este proyecto se requiere de una inversión inicial de S/ 57,595,00 soles que será financiado por un Angel Investor. Del análisis financiero efectuado nos arroja que la Tasa Interna de Retorno es del 145% con un Valor Actual Neto de S/ 143,749.68 soles. Estos resultados nos muestran que el proyecto analizado devuelve el capital invertido más una ganancia de S/ de 143,749.68 soles. Por lo antes señalado este trabajo de investigación nos indica que el proyecto de negocio es viable y rentable.
The present research work was conducted to validate the need of the population of Lima to have a health coach to provide advice to take care of their health through food. Need that arises because of current problems about obsessiveness and overweight that the Peruvian population has been facing due to poor eating habits and lack of exercises in their routine for a time. After having gathered the necessary information, the present research work is chosen in order to start up a business project for the creation of a company that provides the nutritional advice service that is closely related to the wellbeing of the individual, the balance, the full attention and the efficiency of your personal goals. For the development of this project, in-depth interviews were conducted in order to define our target segment. The methodology that has been implemented has been qualitative open interviews, to people who already have a healthy lifestyle, a segment that Life Coaching will attend. The results of the interviews carried out show us that there is a potential market interested in our business idea. For the viability of this project, an initial investment of S / 57,595.00 soles will be required and will be financed by Angel Investor. From the financial analysis carried out, we find that the Internal Rate of Return is 145% with a Net Present Value of S / 143,749.68 soles. These results show us that the project analyzed returns the capital invested plus a profit of S/. 143,749.68 soles. As indicated earlier this research work indicates that the business project is viable and profitable.
Trabajo de investigación

APA, Harvard, Vancouver, ISO, and other styles

9

Pangborn, Ashley J. "Narrative Conflict Coaching." CSUSB ScholarWorks, 2014. https://scholarworks.lib.csusb.edu/etd/100.

Full text

Abstract:

ABSTRACT Narrative conflict coaching is a counseling technique which focuses on separating clients from their problems and encouraging them to see their lives and futures from new perspectives. It has been used in a variety of arenas and is consistent with other practices within the field of narrative conflict resolution, such as narrative mediation. In this project I utilized qualitative research methods to analyze the immediate effectiveness of conflict coaching questioning techniques within the setting of a counseling conversation. The analysis focuses on the detail of the process of narrative conflict coaching more than on the final outcomes. The data was collected through two different conflict coaching conversations, one of which was about a conflict in a work context and one in a family context. The conversational data collected was compared with a set of detailed guidelines for narrative conflict coaching specified by Dr. John Winslade and the question that was asked was whether the conflict coaching process corresponded with these guidelines. The data confirmed that this was the case and also showed some indicators of the effectiveness of narrative conflict coaching techniques through documenting the participants’ responses to each of the steps in the process. Analysis of discursive positioning from statements early in each of the conversations and also from late in each conversation indicated positioning shifts in the direction of creating an alternative narrative into which the participants might live. Both participants were shown to reach a place of difference in perspective in relation to the conflict story. It is therefore argued that the guidelines for a conflict coaching process are adaptable in at least two different areas of life. It cannot yet be generalized to all areas of conflict but looks promising for multiple personal conflict situations.

APA, Harvard, Vancouver, ISO, and other styles

10

Lai, Yi-Ling. "Enhancing evidence-based coaching through the development of a coaching psychology competency framework : focus on the coaching relationship." Thesis, University of Surrey, 2015. http://epubs.surrey.ac.uk/807098/.

Full text

Abstract:

The overall aim of this thesis is to facilitate the development of evidence-based coaching through investigating a competency framework for Coaching Psychologists to enhance the coaching relationship towards a positive outcome. Coaching has been extensively applied to organisational and leadership development programmes in the past few decades. However, coaching is not an accredited profession because it is a cross-disciplinary methodology. There are still some gaps in the existing coaching related competency frameworks of main governing associations (e.g. BPS and ICF). Hence, it is essential to enhance evidence-based coaching practice by identifying effective attributes for Coaching Psychologists by means of a role analysis. The research was split into four main stages. Firstly, a Systematic Review on Coaching Psychology was conducted to determine further research focus. Review results ascertained that the coaching relationship is the key indicator in facilitating positive outcomes. Thus there is an urgent need to develop and validate a Coaching Psychology Competency Framework (CPCF) to generate a greater effect on the coaching relationship. Second, Critical incident reviews (N=25) were utilised to elicit the effective attributes a Coaching Psychologist should acquire in order to facilitate a constructive coaching process. A draft competency framework underpinned by 13 competencies and 100 behaviours was outlined. Subsequently, a cross-validation questionnaire study (N=107) with Coaching Alliance Inventory (CAI) was carried out to evaluate the reliability and validity of the draft CPCF. A total of 75 behavioural indicators sorted into three groups (e.g. Soft Skills) were retained for further examination. The final study examined the effectiveness of the CPCF by means of a pilot quasi-experiment (N=26)that compared a group which received relevant training and a control group that did not receive this training. The study results indicated coachee participants who received coaching from the training group had a better relationship with their coaches and stronger belief in achieving their goals. In summary, this is the first coaching competency framework which focuses on investigating to what extent psychological grounded interventions generate a greater impact on coaching alliance through an evidence-based research process. Three distinct groups of competencies disclosed a constructive coaching process is mainly underpinned by a coach’s psychological interpersonal skills (e.g. enhancing a coachee’s selfesteem and motivation)and learning facilitation (e.g. establishing realistic goals and tasks); which could be applied to varied purposes of coaching training design. A longitudinal field study with genuine coach-coachee dyads should be designed in the future research to examine whether CPCF could be a professional guideline for Coaching Psychologists to establish an effective coaching relationship based on real coaching context.

APA, Harvard, Vancouver, ISO, and other styles

11

Simonson, Alexander, and Marat Elmesov. "Coaching : syfte, tolkning och tillämpning av coaching avseende ledarskap inom telekombolag." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-19598.

Full text

Abstract:

Från att det i början talades väldigt lite om coaching är det idag en mångmiljonsaffär som erkänts som ett effektivt sätt att bidra till utvecklingen av ledare på alla möjliga nivåer i en organisation (McLean, 2012, s 4). Genom att vara en coachande ledare kan man på sikt få mer självgående medarbetare (Chef 2007). Två kända definitioner av coaching är den av John Whitmore och den av Susann Gjerde. Gemensamt har de som utgångspunkt att coaching handlar om att utveckla individer och hjälpa dem att hjälpa sig själva genom att aktivt lyssna, ställa öppna frågor och identifiera styrkor hos individer. Det som skiljer dessa definitioner åt är tillvägagångssättet. Med denna undersökning vill vi ta reda på hur butikschefer inom mobiloperatören Hi3G tolkar och väver in coaching i sitt ledarskap och vad deras syfte med coaching är. Vi vill veta vilken syn de har på coaching som en ledarskapsstil, hur stor del av deras ledarskap som faktiskt handlar om coaching och vilka effekter det har på deras medarbetare. Undersökningen är baserad på både en kvalitativ och en kvantitativ undersökningsmetod där vi kombinerar tre stycken intervjuer med en enkätundersökning besvarad av 34 butikschefer. Resultatet visar att butikchefer inom Hi3G har en relativt likartad syn på vad coaching är, samt att de tillämpar och tolkar det ganska snarlikt, men att många saknar tid till att coacha i den utsträckning de skulle vilja. Det kan då i vissa fall leda till att coachande chefer övergår till att bli något av chefer präglade av transaktionellt ledarskap. Transaktionellt ledarskap handlar, tvärtemot coaching, om att de anställda är till för att göra det de har blivit tillsagda och de blir straffade om de inte gör som de ska. Det är en ledarstil där struktur och hierarki är centrala faktorer (Smartbiz u.å.).

APA, Harvard, Vancouver, ISO, and other styles

12

Bush, Anthony J. "'Doing coaching justice' : promoting a critical consciousness in sports coaching research." Thesis, University of Bath, 2008. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.500692.

Full text

Abstract:

This research enquiry is a positional paper that locates the context in which sports coaching research is undertaken. Embracing a physical cultural studies sensibility, the research enquiry raises critical questions about the explanatory framework guiding sports coaching research and presents a new conceptualisation for research in the ‘field’. Deploying the theory and method of articulation (Hall, 1996) and Foucault’s (1969) genealogical method, this research enquiry maps out the critical history of the sports coaching present through consideration of the social forces that comprise our conjunctural moment (Grossberg, 2006). By doing so, the impact of the liberal capitalist order prevalent in higher education in the United Kingdom – termed the ‘proto-fascist / pernicious present’ (Giroux, 2005a; Silk and Andrews, in press) – is unpacked. Within this context, the research enquiry explicates how these various social forces congeal at, meet at, and frame the practice of sports coaching research. Through mapping sports coaching research within a corporatised higher education, the dominant or legitimate forms of sports coaching knowledge are problematised.

APA, Harvard, Vancouver, ISO, and other styles

13

Borg, Caroline. "Varaktiga effekter av coaching : En intervjustudie om upplevda effekter av coaching." Thesis, Högskolan i Gävle, Pedagogik, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-27799.

Full text

Abstract:

Syftet med denna studie var att söka svar på hur individer upplever varaktiga effekter av coaching samt hur coachingen påverkat deras välbefinnande. De tre respondenterna i studien hade fått en blandning av ledarskapscoaching och livscoaching hos samma coach. En kvalitativ metod med semistrukturerade intervjuer användes för att få en djupgående förståelse för de tidigare klienternas upplevelser av coaching och därefter analyserades datan med hjälp av tematisk analys. Resultatet visade att samtliga upplevt ett ökat och varaktigt välbefinnande. Ytterligare effekter, som hos vissa av deltagarna även var bestående var: en större trygghet i sig själv och/eller i yrkesrollen, ett större mod, självkännedom och förändring genom ökad reflektion, medvetenhet och insikt samt utökade färdigheter/förmågor. Slutsatsen som kan dras av studien är att de effekter som tidigare klienter upplevt av coaching bidragit till personlig utveckling och ett ökat varaktigt välbefinnande.

APA, Harvard, Vancouver, ISO, and other styles

14

Marshall, Margaret K. "The Critical Factors of Coaching Practice Leading to Successful Coaching Outcomes." Antioch University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1160858983.

Full text

APA, Harvard, Vancouver, ISO, and other styles

15

Meierhoefer, Axel. "The Shift in Coaching Dynamics during Long-Term Business Coaching Relationships." Antioch University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1309895512.

Full text

APA, Harvard, Vancouver, ISO, and other styles

16

Koonz, Marta. "Soul-Centered Coaching| Encouraging Psychological Creativity within a Life Coaching Partnership." Thesis, Pacifica Graduate Institute, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10982147.

Full text

Abstract:

James Hillman (1972) declared, “What the psyche has experienced during the past seventy years in analytical therapy should also be possible for it wherever it goes” (p. 5). As a life coach—someone who starts from a place of curiosity—I became curious. Did this mean that the imaginal practices of depth psychology could be used within a life coaching container? Could imaginal practices such as Jung’s active imagination and Hillman’s personifying work in a life coaching partnership? What benefits might life coaching clients gain through creating a connection with psychic figures? What would a life coach—or a depth psychologist—need to merge these two ways of engaging with individuals, both in terms of training and resources? And, finally, what does each profession—life coaching and depth psychology—obtain from such a merger? Using the methodology of hermeneutic phenomenology, I entered into a six-session soul-centered coaching partnership with three participants. Each took part in six sessions designed to develop their psychological creativity while experiencing a coaching relationship. Factoring in my own observations, as well as the personal accounts of the participants, I found that imaginal practices positively impacted participants’ abilities to connect with and move through their life transitions. This merging of the two professions would require life coaches to undergo extensive learning in depth psychology, and depth psychologists to acquire professional coaching skills, but this study holds forth promise for a blending of the two fields.

APA, Harvard, Vancouver, ISO, and other styles

17

Thunholm, Maria. "Lärandets relevans i coachingyrket : en intervjustudie om coachers uppfattningar." Thesis, University of Gävle, Faculty of Education and Business Studies, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7266.

Full text

Abstract:

Lärande är enligt forskare centralt för att åstadkomma utveckling och förändring med hjälp av coaching. Av den redan bristande evidensbas som idag finns för coaching, utgörs endast en liten del av forskning om detta lärande. Med anledning av detta gjordes en studie för att undersöka yrkesverksamma coachers uppfattningar om lärandet som sker i coachingprocessen, samt deras uppfattningar om coaching som profession. Urvalet bestod av yrkesverksamma coacher, certifierade av branschorganisationen ICF. Metoden som valdes var kvalitativa intervjuer. Resultatet visar att coacherna ser lärande som essentiellt för att effekter ska kunna uppnås. Coachernas tidigare utbildning och yrkesbakgrund speglas i deras syn på yrket och de har olika uppfattningar om vad coaching är. De formella yrkeskraven och den vetenskapliga relevansen analyseras.

APA, Harvard, Vancouver, ISO, and other styles

18

Collins, Malcolm D. "Beliefs and attitudes in judo coaching : toward a new model of coaching." Thesis, University of Wolverhampton, 2009. http://hdl.handle.net/2436/88537.

Full text

Abstract:

The purpose of this research programme was to propose a new structure for judo coaching. Judo coaching predominantly uses traditional methods emphasising progression through belts rather than success in competition as the measure of achievement. The research programme examined this issue in four stages involving seven studies. Stage 1 involved a qualitative examination of five elite coaches on what constitutes an effective coach, leading to the initial development of a 39-item judo coaching scale. Given the importance of demonstrating measures are valid, stage 2 investigated the validity of the scale among judo players and coaches. Factor analytic studies on data from 260 (130 coaches and 130 players) yielded a 7-factor solution; 1) Coaching is about winning, 2) Attitudes to coaching at different levels, 3) Attitudes to judo structure, 4) Relationships with players, 5) Presentational issues, 6) Technical knowledge link to coach level, and 7) Coach-player interactions. Multisample confirmatory factor analysis found support for the invariance of the model between coaches and players, thereby showing that relationships are consistent between different groups. Stage 3 used a multi-method approach, combining quantitative and qualitative methods. Responses to the judo coaching scale indicated perceptions of coach effectiveness vary as a function of being a player or a coach, and by level of participation (elite-v-non-elite). Qualitative results emphasise the importance of emotional control, an aspect not focused on in the interviews completed in stage 1. Stage 4 of the research investigated relationships between judo coaching scale scores and emotional intelligence. The study also investigated levels of emotional intelligence between elite and club coaches. High emotional intelligence is associated is proposed to be indicative of being able to manage the emotional states of other people and so should be a desirable quality in coaches. Results show significant relationship between judo coaching scale score and emotional intelligence factors, with further analysis showing that elite coaches reported higher emotional intelligence scores than club coaches. Based on the findings from the studies completed above, a revised judo coaching structure is presented. An elite structure should be based on players having specific performance targets including technical and tactical skills, psychological, and physiological, aligning judo more closely with the structure used in other Olympic sports. Coaches should also be given targets related to developing emotional control among players and instilling players with a self-belief to attain performance targets related to the above. Effective integration and usage of such personnel is required including developing and inculcating sport science knowledge into the practice of elite coaches, and then modifying this knowledge for use in the club system. It is hoped that findings from this research stimulates discussion, and action in the British Judo Association to revise the current system, which could lead to better judo coaching, better players, and ultimately enhanced Olympic success at London 2012.

APA, Harvard, Vancouver, ISO, and other styles

19

Passmore, Jonathan. "The character of workplace coaching : the implications for coaching training and practice." Thesis, University of East London, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532701.

Full text

Abstract:

The objective of this research was to explore the psychological elements of workplace coaching. Specifically, the research aimed to consider the practices and processes of workplace coaching as an occupational psychological intervention. Using a mixed methods approach the two studies were conducted in parallel. The qualitative study focused on deepening our understanding of coaching as a process experienced by the coachee (the person receiving coaching). A grounded theory methodology was used based on a critical realist epistemology. The objective of the quantitative element of the study was to explore the reported behaviours used by coaches in their coaching practice. This study used a survey method to assess the variability in coaching styles between different reported coaching methodologies, psychologists and non-psychologists, gender and personality preferences as measured by MBTI. The themes extracted from the grounded theory study included the coachee expectations, properties of the session, attributes of the coach, behaviour's of the coach, behaviours of the coachee and outcomes. The statistical analysis produced largely non-significant results, with the exception of results relating to differences between coaches, the UK population and counsellors, based on the Myers Briggs Type Indicator. The findings were triangulated and used to inform the development of a framework for coaching which helps bring together the otherwise disparate aspects of workplace coaching into a single conceptual framework and which can constructively contribute towards an evidence based debate on coaching training and development

APA, Harvard, Vancouver, ISO, and other styles

20

Rockhill, Carter Anderson. "Coaching Lineage: The Application of Network Theory to Power-5 Coaching Trees." The Ohio State University, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1594387207820944.

Full text

APA, Harvard, Vancouver, ISO, and other styles

21

Smith, Susan. "Internal coaching : critical reflections on the success and failure in workplace coaching." Thesis, University of Derby, 2015. http://hdl.handle.net/10545/576157.

Full text

Abstract:

This research study focused on the coaching practices of five internal Regional Learning and Development Managers in a multimedia organisation from 2009 to 2011. Twelve written narratives were initially used to gather information from both coaches and clients about their perceptions and experiences during a coaching session. Survey questionnaires were sent to all 135 managers who had completed the Coaching Programme since its inception in 2009, to supplement the information established from the narrative stage. Three problems were identified: employed Learning and Development Managers were expected to deliver a coaching programme in the workplace for which they were ill-equipped, unqualified and inexperienced; there was a lack of tangible benchmarks to demonstrate the success of the clients’ development; and an inconsistent standard of coaching was delivered potentially compromising ethical coaching practices and behaviour. Coaching is a specialised field of people development, which can have a noticeable impact on both employee performance and on achieving business aims. ‘Internal coaching’ has evolved from a necessity to develop people within the workplace using internal resources and a limited budget. The study reflects on an example of internal coaching and discusses the successes and failures of such a practice. According to the narratives and survey it is the coach who is the key to the success of coaching and a successful coach must be trustworthy with confidential matters; objective and able to understand the culture and operations of the company; have business credibility; is independent of the person being coached and, therefore, is not their line manager. A customised blend of appropriate styles including mentoring, instruction and coaching is recommended to achieve the best results in coaching.

APA, Harvard, Vancouver, ISO, and other styles

22

Jennings, LaShay, Renee Rice Moran, and Huili Hong. "A Self-Study Inquiry into Instructional Coaching: Developing Understandings of Intentional Coaching." Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/3607.

Full text

APA, Harvard, Vancouver, ISO, and other styles

23

Nilsson, Zandra. "Den digitala coachen : En systematisk litteraturöversikt kring digital coaching vid fysisk aktivitet." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-44860.

Full text

Abstract:

Det här är en litteraturöversikt med syfte att utifrån Självbestämmandeteorin analysera forskning kring digital coaching ämnad för fysisk aktivitet på distans. Litteraturöversikten är baserad på 15 artiklar och använder Självbestämmandeteorin (SDT) som ett analytiskt ramverk för motivationsfaktorer då det är en teori om mänsklig motivation, utveckling och välbefinnande. Teorin har visat positiv effekt på hälsosamma livsstilsvanor eftersom den inre motivationen visat sig vara viktig för hållbara resultat. Fysisk aktivitet bidrar till många positiva fördelar för hälsan och det finns forskning som visar på en positiv korrelation mellan digitala hälsointerventioner och engagemang för fysisk aktivitet. Att träna med en digital coach är flexibelt men vi behöver veta mer för att veta hur digitala coacher kan motivera sina klienter på distans. Designen för denna studie är en systematisk litteraturöversikt med syfte att besvara studiens forskningsfrågor genom att analysera och sammanställa tidigare forskning vilket skapar en översikt av forskningsläget. Resultat visar att ju mer stöd klienten får från en digital coach desto fler positiva effekter på den fysiska aktiviteten. De olika coachingplattformarna som studerats är appar, web-baserade plattformar, telefon/sms samt videocoaching och oavsett plattform så framkommer positiva resultat. Det är viktigt att coachen stärker klientens autonomi, kompetens och tillhörighet genom ett samarbete där klienten är delaktig i sin målsättning och plan för att känna att aktiviteten och målet är självvalt, inom klientens kompetensområde samt känner social tillhörighet.
This is a literature review with aim of analyzing research on digital coaching based on Self-Determination theory. The literature review is based on 15 articles and uses the Self-determination theory (SDT) as an analytical framework for motivational factors as it’s a theory about human motivation, development and well-being. The theory has shown a positive effect on healthy lifestyle habits because the inner motivation has proven to be important for sustainable results. Physical activity contributes to many positive benefits for health and research shows a positive correlation between digital health interventions and commitment to physical activity. Training with a digital coach is flexible but we need to know more to know how digital coaches can motivate their clients at a distance. The design for this study is a systematic literature review with the aim of answering the study's research questions by analyzing and compiling previous research, which creates an overview of the research situation. Results shows that the more support the client receives from a digital coach, the more positive effects on physical activity. The various coaching platforms that have been studied are apps, web-based platform, telephone/SMS and video coaching and regardless of the platform, a positive result emerges. It’s important that the coach strengthens the client's autonomy, competence and relatedness through a collaboration where the client is involved in their goals and plans to feel that the activity and goal is self-chosen, within the client's area of competence and feels social belonging.

APA, Harvard, Vancouver, ISO, and other styles

24

Weber, Sigrid. "Wie wirkt Coaching? : Übersichtsarbeit /." Zürich : Hochschule für Angewandte Psychologie, 2004. http://www.zhaw.ch/fileadmin/user_upload/psychologie/Downloads/Bibliothek/Arbeiten/D/d1840.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

25

Eiman, Titti, and Miranda Rehus. "Chefers upplevelser av coaching." Thesis, Kristianstad University College, Department of Behavioural Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-4036.

Full text

Abstract:

Upplevelser av coaching hos operativa chefer i en stor organisation, som genomgår en förändringsprocess gällande arbetet kring rehabiliteringsprocessen, har behandlats utifrån en kvalitativ forskningsansats. Lärandet är en naturlig del av det dagliga arbetet för cheferna i denna stora organisation och de som intervjuats har erhålligt individuell coaching. Coachingen bygger på en lärlogik där utveckling och lärande står i centrum vilket nås genom samspel och dialog människor emellan där utgångspunkten är att se på lärande som en process knutet till erfarenheter, reflektion, kommunikation och förståelse. Chefernas arbete är präglat av flexibilitet, ansvar och utveckling. De coachade cheferna har upplevt coachingen på olika sätt och fokus i resultatet ligger därmed på de olika upplevelserna.

APA, Harvard, Vancouver, ISO, and other styles

26

Ranehamn, Maria, Tillegård Emelie Florell, and Lena Håkansson. "Coaching : Vad är det?" Thesis, Stockholm University, School of Business, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6471.

Full text

Abstract:

Coaching har under de senaste decennierna växt fram som en metod att utveckla individer, både av individuella coacher och av ledare som använder coaching i sitt ledarskap. Mycket tid och pengar investeras i coaching av både företag, organisationer och privatpersoner. Denna uppsats består dels av en litteraturstudie och dels av en kvalitativ del och har för avsikt att bringa klarhet i vad coaching är, vad coaching inbegriper, hur coaching bör utövas och syftet med coaching utifrån coachers perspektiv. Den kvalitativa del utgörs av intervjuer med åtta kvinnor och män mellan 35-55 år som har relevant erfarenhet av coaching. Resultaten ger ingen entydig bild av coaching. Det finns skillnader i vad som läggs in i begreppet coaching, hur coaching bör utövas och syftet med coaching. Diskussionen tar upp tänkbara förklaringar till varför bilden av coaching är så mångtydig.

APA, Harvard, Vancouver, ISO, and other styles

27

Nguyen, Carlin A. "Essays on Sales Coaching." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/6917.

Full text

Abstract:

In general, scholars and practitioners agree that sales coaching enhances sales performance. Sales firms continue to invest billions of dollars towards coaching endeavors. However, despite the positive benefits of sales coaching, the fact is that most sales coaches are ineffective. In three essays, this dissertation aims to offer insight that will help companies and coaching programs improve the effectiveness of their sales coaches. The first essay explores the sales coaching process and how it is affected by factors related to the sales manager (coach) and the salesperson (coachee). Using in-depth interviews, we identified various skills, behaviors, and abilities that reflect the overall effectiveness of the sales manager as a coach, as well as gained a better understanding of how effective sales coach indirectly affects a salesperson’s performance. We also identified different behaviors, preferences, and characteristics related to the salesperson that affect the sales coaching process. The second essay is focused on the development and validation of a sales coaching effectiveness scale (SCES). We identified, measured and validated a three-factor, 16-item scale that reflect dimensions of effective sales coaches: involvement, rapport, and adaptability. The SCES scale is distinguished from previous coaching scales that were designed and validated in non-coaching contexts. The SCES scale offers benefits to practitioners and academics. The third essay is focused on measuring how effective sales coaches affect sales performance. Drawing on self-determination theory, we proposed a dual-process model in which effective sales coaches influence performance through motivation and through sales development. One, the results suggested that effective sales coaches intrinsically (versus extrinsically) motivate salespeople to exert extra effort towards selling, which increases their overall sales performance. Two, the results suggested that effective sales coaches enhance the selling confidence among salespeople, which allows them to adapt their selling behaviors to various selling situations and buyers, thus increasing their overall sales performance.

APA, Harvard, Vancouver, ISO, and other styles

28

Rowley, Robert J. "Successfully coaching church planters." Theological Research Exchange Network (TREN) Access this title online, 2005. http://www.tren.com.

Full text

APA, Harvard, Vancouver, ISO, and other styles

29

Kubowitsch, Karl. "Coaching als Selbstmanagement-Optimierung." Regensburg Roderer, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2844526&prov=M&dok_var=1&dok_ext=htm.

Full text

APA, Harvard, Vancouver, ISO, and other styles

30

Morrison, Andrew Paul. "Golf coaching biomechanics interface." Thesis, Ulster University, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.680144.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Reid, J. "Medical careers and coaching." Thesis, Oxford Brookes University, 2011. http://radar.brookes.ac.uk/radar/items/517a6f41-b964-9430-d4ae-03235f1b3713/1.

Full text

Abstract:

Research in the medical careers field in the UK tends to concentrate on career destinations for doctors and is used as an input into workforce planning by the Department of Health. Changes to medical career pathways, introduced by the Modernising Medical Careers programme, have brought into focus the need for medical schools and postgraduate deaneries to provide career support to medical students and postgraduate doctors. This study considers the practical aspects of how coaching can support these doctors to make career choices. The research is a qualitative case study that considers medical careers within a medical education context. Interviews were carried out with 13 coaches; five clients were either interviewed or asked to complete a qualitative questionnaire, and I kept my own reflexive diary. Thematic analysis was used to develop the findings from the research. Four key areas were identified in the data: what doctors bring to coaching, what coaches need to work with doctors, the coaches’ approaches to coaching, and the coaching conversation. They have been combined into a framework that can be used by coaches, and also by trainers and supervisors who work with postgraduate doctors. From a wider perspective, career coaching seems to encompass the aims of career support as well as go beyond it into other aspects of doctor’s lives, such as work–life balance. Additionally, coaches used stories and metaphors in their work: one metaphor described doctors as being surrounded by the ‘medical bubble’. The issues of the coaches’ expertise and self-disclosure in coaching are discussed. Trainers and supervisors who provide career support may wish to consider their own development needs.

APA, Harvard, Vancouver, ISO, and other styles

32

Stahn, Gudrun. "Coaching von (sozialen) Netzwerken." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-210628.

Full text

Abstract:

Aus Punkt 1: "Soziale Netzwerke werden hier als Zusammenschluss von verschiedenartigen Organisationen aus Wirtschaft, Forschung, Bildung und Politik verstanden, die sich zur Erreichung gemeinsam definierter Ziele zusammenschließen. Die unterschiedlichen Netzwerkpartner arbeiten zur Zielerreichung dezentral und vernetzt über eine gemeinsame Management- Geschäftsstellenstruktur zusammen. Soziale Netzwerke entstehen in der Erwartung, dass durch Kooperation für jeden Netzwerkakteur ein Mehrwert entsteht, den es ohne diese Kooperation nicht oder nicht in diesem Maße gäbe.Trotz dieses von den Netzwerkakteuren angestrebten Nutzens gibt es eine Reihe von charakteristischen Problemen und Risiken beim Aufbau und bei der Entwicklung von Netzwerken."

APA, Harvard, Vancouver, ISO, and other styles

33

(UPC), Universidad Peruana de Ciencias Aplicadas, and Claudia Draghi. "Coaching en la Educación." Universidad Peruana de Ciencias Aplicadas (UPC), 2012. http://hdl.handle.net/10757/285372.

Full text

Abstract:

Las comunidades educativas enfrentan múltiples retos para comprender, plantear y ofrecer un servicio adecuado a una dinámica social y emocional cada vez más compleja. Por un lado, el docente se ve ahora forzado a lograr aprendizajes con una creciente carga emocional, académica y social. Por el otro lado, la nueva generación de alumnos, enfrenta condiciones socioeconómicas cada vez más diversas y una presión constante e incremental en la que el docente juega un rol fundamental como ejemplo y guía, cubriendo - en muchas oportunidades- las carencias familiares propias de hogares cada día más ausentes.

APA, Harvard, Vancouver, ISO, and other styles

34

Stahn, Gudrun. "Coaching von (sozialen) Netzwerken." Josef Eul Verlag GmbH, 2001. https://tud.qucosa.de/id/qucosa%3A29844.

Full text

Abstract:

Aus Punkt 1: "Soziale Netzwerke werden hier als Zusammenschluss von verschiedenartigen Organisationen aus Wirtschaft, Forschung, Bildung und Politik verstanden, die sich zur Erreichung gemeinsam definierter Ziele zusammenschließen. Die unterschiedlichen Netzwerkpartner arbeiten zur Zielerreichung dezentral und vernetzt über eine gemeinsame Management- Geschäftsstellenstruktur zusammen. Soziale Netzwerke entstehen in der Erwartung, dass durch Kooperation für jeden Netzwerkakteur ein Mehrwert entsteht, den es ohne diese Kooperation nicht oder nicht in diesem Maße gäbe.Trotz dieses von den Netzwerkakteuren angestrebten Nutzens gibt es eine Reihe von charakteristischen Problemen und Risiken beim Aufbau und bei der Entwicklung von Netzwerken."

APA, Harvard, Vancouver, ISO, and other styles

35

Finne, Desirée, and Isabella Roman. "Coaching - lärande och kompetensutveckling." Thesis, Malmö högskola, Fakulteten för teknik och samhälle (TS), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22197.

Full text

Abstract:

Syftet är att utifrån ett lärandeperspektiv studera följderna av coaching i en organisation. De teoretiska utgångspunkterna är coaching samt Knud Illeris teori om lärande. Coaching har sitt ursprung inom såväl psykologin som filosofin. Illeris teori om lärande utgår från de tre dimensionerna: kognitiv, psykodynamisk och social/samhällelig, vilka ständigt är förenade. Vi har genomfört en kvalitativ undersökning där empirin baseras på intervjuer. Intervjumaterialet har analyserats utifrån frågeställningarna samt utifrån den valda teorin om lärande. I resultatet framkommer att Företaget AB använt sig av individuell coaching, teamcoaching samt gruppcoaching. Dessutom har samtliga i personalen genomgått en kommunikationsutbildning, vilken ledningen ser som en gruppcoaching. Det framkom att undersökningsföretaget valt coaching när det handlat om att den enskilde individen skulle komma till insikt, när man önskade en förändring av individens ledaregenskaper, eller för att hantera organisatoriska förändringar. De strategiska målen utgjorde grunden för företagets målsättning, medan individerna initialt saknade målsättning. Det undersökta företaget saknar utarbetade rutiner för att bedöma effekterna av coaching, men coachingen har gett effekter inom både arbetsliv och privatliv. Slutsatsen är att coaching kan ligga till grund för lärandet, vilket i sin tur kan ligga till grund för individens förståelse. Denna förståelse kan därefter eventuellt leda till kompetensutveckling. Två viktiga aspekter som framkommit är tidsaspekten och förändringsaspekten. Det framkommer att individen genom coaching kan förberedas för att bättre hantera förändringar samt att coachingen kan leda till förändrade tankemönster. Det är den förändrade förståelsen som ligger till grund för det fortsatta lärandet.

APA, Harvard, Vancouver, ISO, and other styles

36

Pharion, Jeffrey L. "Transformational Leadership in Coaching." Ashland University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ashland1413120189.

Full text

APA, Harvard, Vancouver, ISO, and other styles

37

Mindegaard, Trine. "Coaching, læring og ledelse /." København : Danmarks Pædagogiske Universitetsskole, Århus Universitet, 2008. http://www.dpb.dpu.dk/Dokumentarkiv/Publications/intern_dpb/opgaver%20fra%20dpu/20090120121748/CurrentVersion/Coaching,%20l%c3%a6ring%20og%20ledelse_Trine_Mindegaard.pdf.

Full text

APA, Harvard, Vancouver, ISO, and other styles

38

Stewart, Alexandra. "Psychological contracts in coaching." Thesis, Middlesex University, 2017. http://eprints.mdx.ac.uk/22161/.

Full text

Abstract:

The research sets out to explore the influence of the coach’s unconscious mind on the coaching process and to the answer the question, How does the coach’s unconscious mind influence the coaching process? This research is based on the psychodynamic concept that the unconscious mind is omnipresent and a strong influence on thoughts, feelings and behaviours, and sought to ascertain the extent to which the coach’s unconscious mind is at work in the coaching process. Brunning (2006) suggests that the term psychodynamic links psycho (from the psyche Greek meaning soul or mind) and dynamic (from the Greek dynamis, meaning strength or power). Thus, psychodynamic work is based on ways of understanding how the mental forces operating intrapersonally and interpersonally in and between individuals and groups affect their thinking and behaviour. It involves eight participants, all of whom are professionally trained and accredited coaches, working in the public sector in Scotland as either internal or external coaches. The research invited participants to explore their lived experience in relation to the intrapersonal process; the interpersonal process, relationships with parties to the coaching contract and the coaching process. The data collection followed three distinct yet inter-related stages, engaging participants in semi-structured interviews using metaphor, symbolic representation and creation of metaphoric landscapes, culminating in indirect observation of the coach at work. The narrative is a journey of discovery for both the researcher and the participants, with data emerging that identifies the coach’s relationship not only with the external parties but also with the different parts of self. In the three stages of this journey, the participants travel from mental activity, reflecting on lived experience, perceptions and events, to the exploration of mental process and constructs which are inferred, discovered and translated into conscious awareness throughout the research interviews. The professional significance of this research is the consideration of where the need for psychological awareness sits within the context of professional coach education and accreditation, which moves the coach beyond technique to psychological understanding, self-awareness and self-regulation.

APA, Harvard, Vancouver, ISO, and other styles

39

Hornsby, W. Guy, Margaret E. Stone, and Michael H. Stone. "Strength and Conditioning Coaching." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/4680.

Full text

APA, Harvard, Vancouver, ISO, and other styles

40

Valentijn, Eva Yvonne. "Defining and coaching revision." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/558.

Full text

APA, Harvard, Vancouver, ISO, and other styles

41

Jones, Jennie Leigh. "Coaching while Coaching| The Functional Relationship of Elbow Coaching on Cooperating Teacher's eCoaching, Pre-service Teacher's Reading Instruction, and Student Outcomes." Thesis, The University of North Carolina at Greensboro, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10604682.

Full text

Abstract:

Pre-service teachers (PST) clinical experiences are critical for transfering theory to practice (e.g., Brownell, Ross, Colón, and McCallum, 2005) and these experiences require effective mentoring, coaching, and supervision from university supervisors and cooperating teachers (e.g., Leko, Brownell, Sindelar, & Murphy, 2012). Yet, many special education teachers enter the field feeling under-prepared to teach effectively, especially in reading (e.g., Brownell et al., 2009). One solution is to maximize support provided by cooperating teachers (CTs).

CTs receive little or no training on how to provide mentoring, coaching, and supervision to PSTs (Gareis & Grant, 2014). Therefore, the purpose of this study was to examine the effects of elbow coaching on the CT’s ability to provide online, in-ear eCoaching to the PST during literacy based clinical experiences. Specifically, I investigated how elbow coaching influenced the CT’s provision of online, in-ear eCoaching to the PST; how coaching the PSTs (i.e., in-ear eCoaching plus side-by-side coaching) influenced the PSTs delivery of effective reading instruction; and how coaching the PST positively influenced student outcomes (i.e., student engagement, opportunities to respond, correct responses).

Participants for this single case research design included three CT/PST dyads, and their K-1 students with and without disabilities. Social validity and procedural fidelity were measured and IOA was conducted in accord with prevailing standards. Quality standards for SCRD were met without reservation (Kratochwill et al., 2013). Data was analyzed visually based on mean, level, trend, and latency of change (Kratochwill et al., 2010), and effect size was based on Tau-U (Vannest, Parker, & Gonen, 2011). Results indicated that the elbow coaching was effective in modifying CTs’ e Coaching behaviors, PSTs’ provision of effective reading instruction, and student opportunities to respond, correct responses, and behavioral engagement. Results also confirmed the efficacy of an online module plus coaching as an effective way to support CTs as they provide instructional support to PSTs, serving students with and without disabilities. Limitations, implications, and future directions are discussed.

APA, Harvard, Vancouver, ISO, and other styles

42

Kulsrud, Cecilie Stoer. "MBCM - The Mindfulness Based Coaching Model: a mindfulness based approach to coaching : an integration ofBuddhist mindfulness training into the coaching practice." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45621160.

Full text

APA, Harvard, Vancouver, ISO, and other styles

43

Piuhola, Petriina. "Persuasive features in online health coaching: A case study of coaching provider Lifted." Thesis, KTH, Skolan för datavetenskap och kommunikation (CSC), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-209578.

Full text

Abstract:

Human-Computer Interaction (HCI) research typically studies behavior change by measuring behavior outcomes, but this is not always feasible nor the only way to study persuasive technologies. Understanding how users interact with and integrate persuasive systems into their daily lives can also guide the evaluation of such systems. Often times, theories about behavior change in persuasive systems lack contextual specificity, which is why this study explores the online courses of Lifted to understand behavior change within the context of online health coaching. Four coaches and eight users were interviewed about their interactions and perceptions of Lifted’s online health coaching platform to help understand which features of the course platform support user retention. Key features identified as persuasive were those that supported personalization, sense of community or users’ commitment to the course. In the future the identified themes and features can tentatively guide the development and design of online health coaching platforms.
Forskning inom människa-dator interaktion (MDI) brukar fokusera på beteendeförändring genom att mäta utfallet av ett beteende. Detta är inte alltid möjligt att tillämpa eller det enda sättet att studera persuasiva teknologier. Att förstå hur användaren interagerar med persuasiva system och integrerar dem i sina vardagliga liv kan också styra utvärdering av sådana system. De flesta beteendeteorier är inte kontextspecifika, vilket är ett skäl till varför den här studien utforskar onlinekurser av Lifted för att förstå beteendeförändring i kontexten av online hälsocoaching. Fyra tränade och åtta användare intervjuades om deras interaktioner och uppfattning av Lifteds hälsocoaching för att förstå vad de är på plattformen som gör att användarna återvänder. Nyckelfunktioner som identifierades som persuasiva var sådana som stödde personifiering, gemenskapen eller användarnas engagemang i kursen. De identifierade funktionerna kan komma till användning vid utvecklingen av hälsocoachingplattformar.

APA, Harvard, Vancouver, ISO, and other styles

44

Richardson, Tonia M. "Solution-Focused Brief Coaching as an Executive Coaching Intervention| A Quasi-experimental Study." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3569149.

Full text

Abstract:

The purpose of the quasi-experimental study was to determine the effectiveness of Solution-Focused Brief Coaching as a specific intervention in executive coaching. The study used a pretest-posttest design with an experimental group and a control group. Six executives received six coaching sessions during this study. Twelve executives, serving as control subjects, did not receive coaching by any method. Measurement tools (the Working Alliance Inventory, the Goal Attainment Survey and the Satisfaction With Life Scale) provided quantitative outcome data to determine behavior, performance, and emotional change associated with use of SFBC (the independent variable). These measurement tools (the dependent variables) were administered to both groups before and after the 6-week coaching intervention. The WAI – C pretest showed significant differences between the groups suggesting that coaches perceived the working alliance of coached participants to increase to a significantly larger degree than the noncoached group. The SWLS pretest showed significant differences between the groups suggesting that the group that sought coaching had a lower satisfaction with life than the control group at the beginning of the coaching engagement. While the GAS did not produce statistically significant results there was a large effect size suggesting that a very clear difference exists between the two groups. The results of the study provided preliminary empirical support for use of SFBC as an executive-coaching intervention. Recommendations based on the study’s results include replication of the study with a larger sample, additional studies reflective of more rigorous research designs, and use of professional coaches in research studies.

APA, Harvard, Vancouver, ISO, and other styles

45

Leibovitz, Amanda Patricia. "Coaching Athletes with Post-Traumatic Stress: Exploring Trauma-Related Competencies and Coaching Efficacy." Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1707363/.

Full text

Abstract:

The purpose of this study was twofold: (a) assess cycling coaches' trauma-related competencies, as measured by trauma knowledge (i.e., trauma-specific education, familiarity with post-traumatic stress [PTS]), stigma of persons with PTS (i.e., fear/dangerousness, help/interact, forcing treatment, negative emotions), and interpersonal skills (i.e., self-reported emotional intelligence, perceived quality of coach-athlete relationships); and (b) examine the influence that trauma knowledge and stigma of persons with PTS has on coaching efficacy specific to coaching trauma-impacted athletes (i.e., trauma-informed coaching efficacy), after controlling for general coaching experience. Descriptive statistics indicated the majority of coaches had no trauma-specific education, a high degree of familiarity with PTS, and a low level of stigma via four attribution variables. Moreover, participants highly appraised their own emotional intelligence, the quality of their coach-athlete relationships, and their trauma-informed coaching efficacy. A hierarchical regression analyses indicated that familiarity with PTS helped to explain additional variance in trauma-informed coaching efficacy over and above demographic and general coach experience variables. The study establishes trauma-informed coaching as a distinct area of research and highlights the need for improved continuing education opportunities for coaches related to psychological trauma and PTS.

APA, Harvard, Vancouver, ISO, and other styles

46

O'Rourke, Lesley Heather. "A ripple effect from leadership coaching : understanding the reach of coaching in organisations." Thesis, Oxford Brookes University, 2012. https://radar.brookes.ac.uk/radar/items/e303b9a6-542b-9a76-b6bc-9e8c001030c3/1.

Full text

Abstract:

Companies today need to draw on the whole organisational team for the energy, ideas and collaborative approaches that bring sustainable organisational success in an interconnected world. Leadership and organisational studies increasingly support this endeavour by considering relational and interconnected approaches. However the leadership coaching literature tends to adopt a hierarchical approach focused on individuals and teams at the helm of organisations. A ripple effect is the metaphorical focus of the study drawing attention to an interplay of influences in an organisation following a leadership coaching initiative. This initiative is the starting point for this in depth organisational case study which is interested in drawing out the human dimension of organisational life. Multiple methods - interviews, anecdote circles and a company questionnaire - are used to explore patterns of influence flowing from leadership coaching in a small-medium sized enterprise (SME). Thematic network analysis of the experiences of participants in this study produced three categories of findings: personal needs, perceptions of leadership and cultural concerns. Each category is made up of competing influences that signify spectrums of opportunity for learning and development. From this investigation an holistic model of a ripple effect is developed showing the flow from specific coaching outcomes that blend business and human aspects. The concept of reciprocal learning space captures the scope for learning and change by uncovering competing influences that represent the variety of responses to coaching outcomes. An holistic framework for organisation focused coaching offers a practical contribution to coaching by setting out a route to identifying reciprocal learning space and helping to address wider organisational needs. It is argued that remaining in a hierarchical, leader centred mode limits the potential reach of coaching in organisations. This study offers a new integrated approach to coaching that signifies the potential to reach much more widely into organisations.

APA, Harvard, Vancouver, ISO, and other styles

47

Krug, Mary Laura. "Making Connections Through Coaching: A Story of Finding Meaning Through Athletics and Coaching." ScholarWorks @ UVM, 2018. https://scholarworks.uvm.edu/graddis/858.

Full text

Abstract:

In this thesis, I share stories of my experiences as a high school science teacher, gymnastics coach, and track and field coach and I explore my discovery of the importance of making connections in my vocation. Written in Scholarly Personal Narrative format, I reflect on my own experiences with high school and college athletics I and discuss the lessons that I learned which I find to be most important to coaches and teachers. This thesis centers around making connections with athletes and students as a coach and educator. I dive into my career and highlight the lessons that I find to be most important for myself and other teaching and coaching professionals. The strongest take-away message that I would like my readers to recognize is that teachers who express genuine interest in students’ lives can help them open up and feel like they belong. In turn, a cooperative, collaborative community can form.

APA, Harvard, Vancouver, ISO, and other styles

48

Handow, Oskar. "Coaching in Leistungssport und Wirtschaft Vorstellung eines integrativen Ansatzes /." [S.l.] : [s.n.], 2004. http://137.193.200.177/ediss/handow-oskar/meta.html.

Full text

APA, Harvard, Vancouver, ISO, and other styles

49

Eriksson, Linda. "Coaching : En kvalitativ studie om coachers uppfattningar av coaching och dess betydelse för hälsan." Thesis, Högskolan i Gävle, Avdelningen för kultur-, religions- och utbildningsvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-13699.

Full text

APA, Harvard, Vancouver, ISO, and other styles

50

Halvorsen, Marit G. "Coaching managers : A Q methodological study of managers’ subjective experience of being coaching managers." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-23175.

Full text

Abstract:

The aim of this study is to explore managers’ subjective experience of having a coaching approach to management. This has been researched through a Q methodological approach where 18 participants sorted a sample of 36 statements based on their subjective experience. These statements were prepared on the basis of a research design which included how managers perceive their role as both manager and coach, how they relate to a focus on process and product, and how they experience the relational quality to their employees. Four factors were identified through the factor analysis, and represents different views or experiences of coaching management. Factor 1 experiences coaching as a natural part of their role as managers and find that coaching promote results, learning and growth through reciprocal relations. Factor 2 does not seem to recognize coaching as a central role or management style, and emphasizes independence and autonomy as essential for efficiency and success. Factor 3 experiences that coaching management is primarily about being supportive. They also find that the position as manager brings with it a certain authority. Factor 4 has a results oriented focus and considers shared control as central to promote cooperation. These findings are discussed in relation to two models that show different ways of understanding the experience of being a coaching manager. The theoretical frame includes polarity management, situational leadership and transformational change. The results show that coaching management entails contradictory aspects that the factors relate to differently. What is perceived as polarities also varies. The thesis further addresses how the development of a coaching approach to management can be seen as an integration of polarities through transformational learning.

APA, Harvard, Vancouver, ISO, and other styles

Dissertations / Theses on the topic 'Coaching'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles