As we try to identify good coaches and ensure some quality control, is it time to review our competencies, asks Dr Carmelina Lawton-Smith of Oxford Brookes University Business School How would you recognise a good coach? It’s a challenge that so many individuals and organisations wrestle with. Often the approach is based on little more […]
RESEARCH By Dr Carmelina Lawton-Smith Positive psychology is now a popular topic in coaching, with many publications demonstrating the value of positive interventions (Driver, 2011; Boniwell et al, 2014). The key idea put forward by this approach is that psychology has spent too long studying individuals who are unwell, to try to draw lessons about […]
How does coaching work? Dr Adrian Myers, senior lecturer, faculty of business, Oxford Brookes University, examines ways we can look at the process and how we separate the web of causes and effects Coaches gain a sense of the benefits of coaching whether expressed in the changes of one client or at a broader organisational […]
In the latest in our series of columns looking at coaching and mentoring-related research, Lis Merrick explores whether the gender of our clients is relevant in the coaching dialogue – and whether we should we coach to it Social science research, popular myths, fairy tales, films and any number of psychological studies suggest men and […]
Being present is the magic ingredient in all coaching conversations, and mindfulness practice can further develop it. In fact, there are so many overlaps that it’s sometimes hard to distinguish between the two concepts, says Roland Spencer, associate lecturer at the Sheffield Business School Anyone actively and passionately involved with coaching and mentoring will have […]
How can we build women’s confidence at work? A new guide shows businesses how to implement programmes to help women reach top leadership roles
Mentoring is the most important thing Women in Leadership programmes can offer women, suggests a guide from the CIPD and 02.
Almost half (47%) of the women interviewed for the study, Breaking the Boardroom: A Guide for British Businesses, would value highly a mentor from such a programme. The overwhelming majority of the women surveyed expressed the importance of individual and personalised support, from a mentor, coach or official sponsor, over and above their line manager.
The research identified three obstacles holding women back in
their careers: lack of confidence, of networking and difficulties in being comfortable with being themselves.
RESEARCH ‘Coachable moments’ play an important part in coaching cultures, yet research in Australia shows that managers consider informal settings too much of a risk Australian managers are failing to take advantage of informal ‘coachable moments’ with their staff, citing time constraints, concerns about insufficient skills and relationship issues, preferring instead to conduct ‘less risky’ […]
Coaching with courage and vulnerability can not only lead to client change, it can boost coaches’ learning too, says Janet Laffin, senior lecturer, Sheffield Hallam University. There has been renewed interest in the relational qualities sponsors look for in a coach, following the publication of the 2013 Ridler Report1, which highlighted qualities, including personal chemistry […]
Cowboy or professional? Let’s drop the negative discourse and use an inclusive one. Isn’t that what coaching is all about, asks Bob Garvey, professor of business education at York St John Business School The idea of ‘discourse’ is important in the study of people and society. Discourses are basically how people talk about things. They […]
Paul Stokes, director, Coaching and Mentoring Research Unit, Sheffield Business School, Sheffield Hallam University, argues for a formal link between emotional intelligence and leadership development Since the work of Daniel Goleman (1996; 1999) popularised the notion of emotional intelligence (often referred to as EQ), it has become an accepted part of the language used to […]
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