Browsing by Subject "coaching"
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(2020)The aim of this study is to examine coaching from an adult learning perspective and to form an understanding what kind of adult learning processes are involved in coaching. In addition, the purpose is also to form an understanding of potential elements that contribute to learning and elements that can slow down, or even hinder learning. Related to this is the exploration of methods and tools used by coaches to facilitate the learning experience. The research data for this qualitative research was collected by interviewing seven ICF coach practitioners. Theory-guided content analysis was used to analyse the interview mate-rial. Andragogy, experiential learning and transformative learning were used as reference theories that could possible explain the findings from the research material. The findings show that the adult learning processes that are at play in coaching are related to reflective activity, which create awareness that then trigger action. An action with successful outcome, a tested hypothesis proves effective, creates a durable and concrete change, or transformation, in the way of thinking and or acting in the person. All three adult learning theories, that provided the framework for this study, were found to be relevant in one way or the other. None of the theories could alone explain the learning processes that happen in coaching. Andragogy provides a good framework for the overall practical process steps in coaching. Experiential learning provides a good framework in explaining the process of reflective thought, hypothesis testing and action. Transformative learning, on the other hand, provide an understanding of the processes that happen when the testing of hypothesis succeed and transformation occurs in the learner. The fundamentals elements contributing to a positive coaching experience were found to be several. Client’s aptitude for coaching, coach's professionality, a good dyadic relation based on trust and external support from manager and organization were among the important contributing factors.
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(2022)This study focused on internal coaching, which has been one of the fastest growing forms of coaching, especially in large organisations. An internal coach is a person who coaches other members of their organisation alongside their everyday job. In the field of workplace coaching research, there are relatively few studies highlighting internal coaches' own experiences of coaching. Thus, the aim of this study was to examine how internal coaches have experienced their role as a coach, their perceptions on what has supported and challenged their coaching and the type of coaching competencies they felt were needed to deliver coaching successfully. The study adopted a case study approach. The target organisation was Laurea University of Applied Sciences, where internal coaches acted as developers of staff leadership and interaction competencies. For the purpose of the study, seven internal coaches at Laurea University of Applied Sciences were interviewed. The interview material was analysed by means of qualitative content analysis, using a theory driven approach. The study identified four different ways in which internal coaches described the experience of being a coach. Being a coach meant having the opportunity to be involved in the development of one's own organisation and work community. In addition, coaching supported coaches own professional and self-development. Above all, the position between the coach and the coachee was seen as equal in the coaching. Coaching was also seen to enhance networking within one's own organisation. Coaches identified the support of other coaches and the organisation, resources and materials, and the motivation of participants as elements that have supported or challenged the delivery of coaching. The coaches described various competencies, which they felt were needed for the successful delivery of coaching. The findings of this study contribute to the understanding of how organisations can use internal coaching as a tool for the development and learning of their personnel, especially highlighting the coaches’ point of view. The organisations that are considering the use of internal coaches as a tool for personnel development may benefit from this study.
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(2023)The aim of this study was to deepen understanding of utilizing coaching to support competence development. The theory part briefly introduces competence development and coaching. The purpose of this study was to find out in what kinds of situations coaching can be utilized to pro-mote competence development. In addition, this study aimed to find out what prevents compe-tence development during coaching process and how the effect of coaching can be evaluated. Six work life coaches were interviewed for this study. The interviews were half-structured theme interviews, and they were carried out during spring 2023. The material was transcribed and analyzed by themes that arouse from the material. The results were presented with sugges-tions for future research. One of the main findings of this study was that in working life coaching is utilized mainly to de-velop management or leadership. However, this study also shows that coaching is not used as much as it could be in Finnish business life. One of the main obstacles that prevents compe-tence development during coaching process according to this study is the organization; if the organizational culture or management does not support development, it cannot happen. Anoth-er main barrier was the individuals themselves. Especially self-leadership skills like time and own motivation were seen as things preventing competence development. All the interviewed coaches thought that it is important to evaluate the impact of coaching. The main form for eval-uation was feedback. However, some of the coaches expressed that the evaluation is difficult. In the future it would be beneficial to have a unified framework for the evaluation of coaching.
Now showing items 1-3 of 3