Academic literature on the topic 'Competitve coaching context'
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Journal articles on the topic "Competitve coaching context"
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Chambers, Kristine L., and Joan N. Vickers. "Effects of Bandwidth Feedback and Questioning on the Performance of Competitive Swimmers." Sport Psychologist 20, no. 2 (June 2006): 184–97. http://dx.doi.org/10.1123/tsp.20.2.184.
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The effects of a coaching intervention involving Bandwidth Feedback and Questioning (BF-Q) on competitive swim times (cTIME), practice swim times (pTIME), and technique (TECH) were determined for competitive youth swimmers. The pre-post-transfer design spanned one short-course (25m) swim season. It was concluded that coaching in which feedback was delayed and replaced with questions directed to the athletes contributed to improved technique and subsequent faster race times. Compared to the Control group, the BF-Q group displayed greater gains in TECH during the intervention period and greater improvement in cTIME during the transfer period. Results are presented in a context of cognitive psychology, motor learning, and questioning. Applications to coaching practice and coach training are also discussed.
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Gorroño Arregui, Idoia. "La emergencia del "coaching" como profesión en un contexto laboral de oportunidad y vulnerabilidad." Cuestiones de género: de la igualdad y la diferencia, no. 4 (December 15, 2009): 303. http://dx.doi.org/10.18002/cg.v0i4.3816.
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<p>En este texto se reflexiona acerca de los cambios y paradojas que están teniendo lugar en el mundo del trabajo, las organizaciones y los profesionales. Es este contexto, en el que el trabajo incorpora las emociones como competencia, el que puede posibilitar la<br />emergencia del coaching como profesión en España. En primer lugar, se abordará la paradoja de la era flexible como oportunidad y vulnerabilidad para los profesionales. En segundo lugar, las competencias emocionales como ventaja competitiva y éstas, a su vez, como riesgo. En tercer lugar, el límite cada vez más difuso entre el ámbito laboral y doméstico para, finalmente, subrayar algunas contradicciones en torno a las relaciones de género en las organizaciones. En este transito entre la vulnerabilidad y la oportunidad en el contexto organizativo emerge el ámbito de intervención del coaching, que acompaña a las personas y profesionales en el desarrollo de sus habilidades y<br />competencias con el propósito de aumentar su rendimiento y calidad de vida.</p><p>This paper reflects on the changes and paradoxes that are taking place in the labor world, in the organizations and in the professionals. It is this context, in which the labor<br />incorporates emotions and communication skills as competences that may enable the emergence of coaching as a profession in Spain. Firstly, we will address the paradox of the flexible era as an opportunity and vulnerability to the professionals. Secondly, emotional competencies as competitive advantage and, in turn, as a risk. Thirdly, the increasingly diffuse boundary between the workplace and home, to finally highlight some contradictions about gender relations in organizations.<br /><br /></p>
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Ferreira, Bruno Américo Lima, Eduardo César Pereira Souza, and Karine Freitas Souza. "Secretário-Coach." Connection Scientific Journal 1, no. 2 (December 14, 2018): 41–55. http://dx.doi.org/10.51146/csj.v1i2.10.
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As transformações atuais no mercado de trabalho trazem novos paradigmas que interferem diretamente nas relações entre profissionais e empresas. Não obstante, entende-se que o avanço tecnológico é um dos principais fatores que corrobora na construção de novas perspectivas para o contexto organizacional. Tendo em vista tais afirmativas, este artigo objetiva verificar a percepção dos secretários-coaches, profissionais de Secretariado com formação em coaching, acerca da formação em coaching como vantagem competitiva para a sua atuação no mercado de trabalho. O estudo parte da seguinte questão-problema: Há alguma vantagem competitiva em ser profissional de Secretariado e coach? No que tange aos procedimentos metodológicos adotados para esse trabalho, a natureza do estudo é aplicada e de caráter quantitativo-qualitativo. Participaram da pesquisa sete profissionais graduados em secretariado e que possuem formação em coaching. Os resultados evidenciaram que a formação em coaching é elemento para o desenvolvimento de vantagem competitiva para o profissional de Secretariado permitindo, assim, a construção do perfil do secretário-coach.
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Ferreira, Bruno Américo Lima, Eduardo César Pereira Souza, and Karine Freitas Souza. "Secretário-Coach." Connection Scientific Journal 1, no. 2 (December 14, 2018): 41–55. http://dx.doi.org/10.51146/csj.v1i2.10.
Full textAbstract:
As transformações atuais no mercado de trabalho trazem novos paradigmas que interferem diretamente nas relações entre profissionais e empresas. Não obstante, entende-se que o avanço tecnológico é um dos principais fatores que corrobora na construção de novas perspectivas para o contexto organizacional. Tendo em vista tais afirmativas, este artigo objetiva verificar a percepção dos secretários-coaches, profissionais de Secretariado com formação em coaching, acerca da formação em coaching como vantagem competitiva para a sua atuação no mercado de trabalho. O estudo parte da seguinte questão-problema: Há alguma vantagem competitiva em ser profissional de Secretariado e coach? No que tange aos procedimentos metodológicos adotados para esse trabalho, a natureza do estudo é aplicada e de caráter quantitativo-qualitativo. Participaram da pesquisa sete profissionais graduados em secretariado e que possuem formação em coaching. Os resultados evidenciaram que a formação em coaching é elemento para o desenvolvimento de vantagem competitiva para o profissional de Secretariado permitindo, assim, a construção do perfil do secretário-coach.
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Salovaara, Isabel M. "Coaching centre as camp: Structures of feeling in popular representations of India’s coaching industry." Studies in South Asian Film & Media 11, no. 1 (November 1, 2020): 101–17. http://dx.doi.org/10.1386/safm_00022_1.
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In the last two decades, critical representations of the Indian education system have gained prominence in Hindi-language popular media. Centring on concerns about both pedagogy and inequality, these media texts have recently begun to incorporate fictionalized depictions of schooling beyond school – the vast ‘shadow education’ system that prepares students for school tests and competitive examinations in engineering, medical, civil service and other primarily technical and professional fields. This article explores the political significance of ambivalences that inhere within and between representations of the coaching industry. These ambivalences produce a narrative of enclosure in which upper-caste middle classes endure persecution while simultaneously engaging in forms of disciplinary self-fashioning in service to the nation. These ‘structures of feeling’ resonate with social theories of the camp, reconsidered from the Indian context.
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Lúcio Batista Cazarotti, Mauro, Laura Marchioro de Oliveira, Rodrigo Nogueira de Oliveira, and Viviane Rodrigues Mota. "COACHING COMO PROPOSTA DE VALOR COMO ESTRATÉGIA COMPETITIVA PARA AS ORGANIZAÇÕES." Revista Mais Educação V.5 N.3 - MAIO 2022 5, no. 3 - Maio 2022 (May 31, 2022): 886–97. http://dx.doi.org/10.51778/2595-9611.v5i3p886-897.
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O presente artigo trata sobre o processo de coaching como proposta de valor agregado dentro das empresas e como uma estratégia empresarial de diferencial nas organizações. Neste contexto é importante observar características tais como as metodologias do coaching, e a gestão empresarial de propostas de valores interno e externo nas instituições, bem como também as estratégias organizacionais. Neste estudo foi feito um levantamento bibliográfico e etimológico do estudo abordado aonde foi feito fichamento e análise dos dados com isso feito um relatório e descrito em formato de artigo cientifico. Foram abordados autores como Lima e Mioto (2007), Cellard (2008), para uma descrição do trabalho e perfazendo uma abordagem qualitativa, segundo entendimento de Chizotti (2006), para o aporte teórico e fundamentação foram pesquisados os autores Milaré & Yoshida (2007; 2009), Kilburg (2000), entre outros. Conclui-se como resultado que a metodologia de coaching é fundamental para as empresas modernas adquirirem estratégia empresarial, desde que sejam empregadas por profissionais capacitados para tal procedimento e desenvolvimento humano. Por fim, é de suma importância o desenvolvimento empresarial por meio das organizações e instituições de desenvolvimento de gestão de pessoas observarem também a capacitação das empresas e olhar ao coaching como estratégia empresarial, também como fonte de agregação de valor para maior capacitação de desenvolvimento humano e com isso geração de valor imóvel ao capital da instituição.
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Van Mullem, Pete, and Chris Croft. "Coach Development: Practical Recommendations for Collegiate Sport." International Sport Coaching Journal 7, no. 3 (September 1, 2020): 370–79. http://dx.doi.org/10.1123/iscj.2020-0020.
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Coaching at the collegiate level requires a varied skill set in a competitive environment, where coaching positions have a high turnover rate. Preparing to work as a coach at the collegiate level is often self-driven and aligns with how coaches learn in other contexts. Research on the career progression of collegiate coaches is scant and tends to focus on gender differences or one’s desire to become a head coach. Recently, research has expanded to examine the preparation of coach developers and their role in guiding coach development activities in a variety of contexts. Therefore, guided by the literature on coach development, the role of the coach developer in collegiate sport, and insight gleaned from a descriptive study on the career path of collegiate head coaches, this best practices article offers practical recommendations for coach developers to best serve collegiate coaches along their coaching journey.
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Roša (Rosha), Angelina, and Natalja Lace. "The Open Innovation Model of Coaching Interaction in Organisations for Sustainable Performance within the Life Cycle." Sustainability 10, no. 10 (September 30, 2018): 3516. http://dx.doi.org/10.3390/su10103516.
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Organizations need innovation to be competitive and sustainable on their marketplace. Sustainable performance is an important precondition for growth and development. In spite of a body of literature, non-financial factors of sustainable performance remain an open issue. Coaching has gained considerable attention in the business world for its impact on sustainable performance. The current research investigates the use of coaching interaction to facilitate organizational sustainable growth and development in the context of Miller and Friesen’s five stage life-cycle model. The expert opinion survey is chosen as a central method of research. The questionnaire is developed on the literature review that is focused on the drivers for sustainable development throughout the life cycle, and the features of coaching that accelerate these driving forces. Fifteen experts took part in the survey conducted from November 2017 to January 2018. The results are estimated by considering the competence coefficient for each expert. The findings led to creation of an open innovation model, which displays relationships between the appropriate coaching forms and types and the organizational life cycle stages. The developed model enables choosing the optimal way of coaching delivery at any life cycle stage. This model is particularly valuable for the coaching support programs.
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McMahon, Jenny, Camilla J. Knight, and Kerry R. McGannon. "Educating Parents of Children in Sport About Abuse Using Narrative Pedagogy." Sociology of Sport Journal 35, no. 4 (December 1, 2018): 314–23. http://dx.doi.org/10.1123/ssj.2017-0186.
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Research on abuse in sport reveals that sporting environments are unique contexts where athlete abuse can occur. An international panel on “safe sport” identified the need to implement strategies to ensure sport is safe for all. One strategy identified as a way of preventing abuse from occurring in sport is to educate the parents of athletes. This study centres on an education intervention implemented with 14 parents from a gymnastics and swimming context where narrative pedagogy (e.g., athletes’ stories of abuse) was used. As a result of engaging with narrative pedagogy, parents were able to identify unacceptable coaching practices. However, the extent of several dominant cultural ideologies (e.g., competitive performance ideology) became known through the parents’ responses and influenced the way they took up the athletes’ abuse stories.
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Rentz, Lauren E., William Guy Hornsby, Wesley J. Gawel, Bobby G. Rawls, Jad Ramadan, and Scott M. Galster. "Contextual Variation in External and Internal Workloads across the Competitive Season of a Collegiate Women’s Soccer Team." Sports 9, no. 12 (December 8, 2021): 165. http://dx.doi.org/10.3390/sports9120165.
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As sports technology has continued to develop, monitoring athlete workloads, performance, and recovery has demonstrated boundless benefits for athlete and team success. Specifically, technologies such as global positioning systems (GPS) and heart rate (HR) monitors have granted the opportunity to delve deeper into performance contributors, and how variations may exist based upon context. A team of NCAA Division I women’s soccer athletes were monitored during games throughout one competitive season. Individual athlete, positional groups, and team external and internal workloads were explored for differences based upon game location, opponent ranking, game result, and the final score differential. Game location and opponent ranking were found to have no effect on team-wide absolute or relative external workloads, whereas game result and score differential did. Internal workloads across the team tended to only vary by game half, independent of game context; however, the HR of defenders was determined to be higher during losses as compared to wins (p = 0.0256). Notably, the games that resulted in losses also represented the games with the fewest number of substitutions. These findings suggest high value in monitoring performance and workloads that are characteristic of varying, often multifaceted, contexts. It is hoped that this information can lead to more informed approaches to vital game-time and coaching decisions.
Book chapters on the topic "Competitve coaching context"
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O'Neil, Judy, Tracy Duberman, Kimberly Rubenstein, and Tara Satlow. "Physician Leadership Development at Tower Health System." In Advances in Business Strategy and Competitive Advantage, 533–46. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6155-2.ch034.
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Tower Health System (THS) of Reading, PA, USA recognized that physician leadership was needed for any transformation toward value-based care design and delivery. THS worked with The Leadership Development Group (TLD Group) to design the Applied Physician Leadership Academy™ (APLA™), which included interactive learning modules, assessment, coaching, and action learning. A needs assessment and interviews with key stakeholders informed content for the learning modules and the action learning projects. A pre- and post-program self-assessment and an emotional intelligence assessment were used for coaching sessions and personal development. Through APLA™, THS developed its existing physician leaders to manage change alongside health system executives. This reflective case history illustrates the incorporation of an evidence-based management approach in support of evidence-based organizational development practice.
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Valdés-Conca, Jorge, and Lourdes Canós-Darós. "B2E Relationships, Intranets, and Competency Management." In Encyclopedia of Human Resources Information Systems, 77–83. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch012.
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Achieving success in today’s uncertain environment is a complex and dynamic task. Companies are forced to make keen decisions for survival, anticipating and even provoking the changes of the environment. In this context, the role played by the employees is the key to achieve such a goal. They are required to develop the adequate skills, attitudes, and behaviors for reaching excellent results in their daily tasks, in order to comply with the adaptation needs of the firm. For an efficient management of the staff, human resources (HR) managers may use several means. Two of most outstanding are the development of competency management practices and the implementation of information and communication technologies (ICT) to support business to employee (B2E) relationships. Regarding the former, current and trendy HR management approaches such as knowledge management or coaching are based in competency models (Fernández, 2005). As for the latter, the use of Web technologies has changed the way in which data and computational resources are brought to the desktop of the employees. Since Web based solutions are easy to establish (Power & Kaparthi, 2002), a plenty and quickly increasing number of resources can be made available in the intranet (Güntzer, Müller, Müller, & Schinmkat, 2007). The intranet’s main advantages are the increase in decision making efficiency and the decrease in the required time for internal and external communication. Both of these result in cutting down on coordination and communication costs, removing bottlenecks in the decision making system, and eliminating duplicated and routine administrative tasks. These positive effects could also be transferred onto human resource management (HRM) policies to lessen their subjectivity, with the help of a rigorous competency management system. This article presents a review and foundation for the design of an intranet for the development of B2E relationships, based in competency management theory as a means for transforming the firm’s HR into sources of competitive success. This proposal is the result of the authors’ research in competency-based HRM, after the HR models used in Spanish, American, or British companies. A stepwise methodology is outlined consisting of six stages: definition of objectives, data collection, intranet implementation, competency map analysis, competencies and job inventory preparation, and control of performance. Suggestions are provided for each stage on ways to leverage the strengths of the intranet application for enhancing the performance of human resources.