There remains a paucity of research investigating the efficacy of executive coaching. Ambiguity surrounds its definition, its methodology and outcomes. Despite this, the executive coaching remains a viable business proposition. Practitioners bring services to the business community offering services that transcend traditional performance management consultations establishing independent “performance-driven” relationships with executives. This paper examines the process of coaching suggesting that a better understanding of process will enhance practice efficacy and accelerates empirical investigations. In addition, ethical, (...) confidential and legal issues require attention when planning to utilize an executive coach. All this implicates the need to better understand coaching – and how it typically operates. Case studies are provided in the examination of coaching consultations in Fortune 100 settings. (shrink)

In recent years executive coaching has become an important management development practice in many organizations. Executive coaching is a partnership between a management level client and a coach hired by an organization to assist the executive in becoming a more effective and successful manager. While executive coaching has become a frequent and important practice in organizations, there has been relatively little serious consideration of the complex ethical issues that arise for persons and organizations. (...) This study proposes that executive coaching involves an agency relation with specific moral duties that go beyond the usual standards of professional ethics. Agency theory, and in particular a focused understanding of the agency relationship, can provide a needed ethical grounding and basis for moral thinking about executive coaching. (shrink)

Thomas Kretschmar and Andreas Hamburger provide an important overview of psychodynamic work in companies, presenting different viewpoints and explaining key psychoanalytic terms and techniques for coaching and supervision. Written in the form of a dialog between Kretschmar, an entrepreneur, and Hamburger, a psychoanalyst, the book provides unique insight into psychodynamic coaching and supervision. Psychodynamic Coaching and Supervision for Executives begins with an overview of coaching, psychodynamic approaches, the unconscious and relevant psychoanalytic theory. Kretschmar and Hamburger then (...) consider Operationalized Psychodynamic Diagnosis (OPD) in business, assess current research into coaching and supervision and present a selection of key case studies. At the end of each chapter, the authors compare their positions, giving important contextual information, exploring objections, complications and improvements, and providing a precise summary of the topic. This book will be an illuminating guide for therapists and professionals who wish to learn how psychoanalytic theory and practice can be used for coaching, counseling, and supervision in an organizational context. (shrink)

The chapter reviews key foundations and principles of the burgeoning discipline of executive or leadership coaching and explores how these relate to the practice, profession, and philosophy of engineering. In exploring and comparing objectives, approaches, cognitive preferences and future challenges of coaches and engineers, the authors identify a number of kindred properties between the two disciplines. This common ground would invite us to believe that engineering would naturally draw upon coaching for the development of its students, educators, (...) and practitioners, but evidence shows that this is not the case. Although many late-stage engineers get coached upon reaching the C-suite or other high positions in the public or private sectors, early and mid-career engineers do not have ready access to the coaching support seen elsewhere. Equally, very few initiatives to integrate and tap into this resource are seen in the global engineering education system for academic leaders, educators, or engineering students in ways that would benefit future generations of engineers. This chapter aims at providing a possible explanation for this gap, whilst suggesting why and how coaching could possibly be the untapped resource that engineers may need to successfully meet the challenges and demands of today and tomorrow. The authors call on philosophers to join in the efforts, drawing out some key paths for collaboration and helpful future investigative questions. (shrink)

Positive Psychological Coaching is receiving increasing attention within the organizational field because of its potential benefits for employees’ development and well-being. The main aim of this study was to test the impact of a Positive Psychological Micro-Coaching program on non-executive workers’ psychological capital, and analyze how goal-related self-efficacy predicts goal attainment during the coaching process. Following a control trial design, 60 non-executive employees from an automotive industry company participated in a Positive Psychological Micro-Coaching program (...) over a period of 5 weeks. The intervention was grounded in the strengths-based approach and focused on setting a specific goal for personal and professional growth. The program consisted of a group session, three individual coaching sessions, and individual inter-session monitoring. Pre, post, and 4-month follow up measurements were taken to assess the impact on the study variables. Our results reveal that psychological capital increased significantly at post and follow-up times compared to baseline levels. In addition, results confirmed that goal-related self-efficacy predicted goal attainment during the micro-coaching process. Practical implications suggest that short-term positive psychological coaching is a valuable method for developing personal resources, such as psychological capital and to facilitate the goal achievement in non-executive employees, in order to reach work-related goals. (shrink)

Markets, companies and various forms of business organizations may all be usefully viewed through the lens of CAS -- the theory of complex adaptive systems. In this chapter, I address one fundamental issue that confronts both the theoretician and the business manager: the nature and opportunities for control and intervention in complex adaptive regimes. The problem is obvious enough. A complex adaptive system, as we have defined it, is soft assembled and largely self-organizing. This means that it is the emergent (...) product of multiple, and often very heterogeneous, interacting factors and forces, and that the crucial interactions are not controlled and orchestrated by an overseeing executive, detailed program, or any other source of strict hierarchical control. There is thus a pressing problem -- are such systems strictly out of control and beyond the reach of useful governance? I shall argue that they are not. Such systems, though initially unfamiliar, can nonetheless be led, influenced and enabled in a variety of ways.I begin then, by clarifying the nature of the problem. What is it about complex adaptive systems that makes control and intervention so difficult? I then pursue a biological example: the role of genetic factors in influencing mature form. This example yields some lessons that can be applied to business organizations. Section 4 pursues a speculative extension of these lessons, applying them to the task of understanding the role of tagging and explicit models in certain kinds of advanced system. There is a brief conclusion. (shrink)

This study examined the mediating role of core Executive Functions (EF: working memory and inhibitory control) and moderating role of Perceived Academic Intent to Entrepreneurship (PAIE) in relationship between Dark Personality Traits (SDT) and Entrepreneurial Intentions (EI) of university students. A sample of 539 university students enrolled in various undergraduate and postgraduate programs completed the Short Dark Triad-3 (SD3), Adult Executive Functioning Inventory (ADEXI), and measures for assessing Entrepreneurial Intent and Perceived Academic Intent to Entrepreneurship. The results showed (...) that of SDT, only Machiavellianism was significantly associated with EI. Both of the core executive functions and PAIE were also positively correlated with EI. Moreover, findings showed that EF positively mediated the relationship between Machiavellian disposition and entrepreneurial intention, while perceived academic intent to entrepreneurship moderated the relationship between executive functions and EI. A significant moderated mediation index was also reported. Findings offer useful insight to the interplay among above mentioned variables and guide educational and organizational psychologists to employ core cognitive strategies for promoting entrepreneurial thoughts and channelizing the productive energies of students with malevolent tendencies through academic coaching. (shrink)

This article describes the pilot project Shadows & Light Within: Untold Stories—a two-phase, multi-partner community-based project that explores the hypothesis that Autobiographical Therapeutic Performance can help traumatized individuals to improve executive functioning. A group of 10 individuals ranging in age from 32 to 69, with lived experiences at the intersection of trauma, mental health, and the court system, were paired with theater mentor-coaches for a 10-month creative group process, in which they shaped their stories into autobiographical performance pieces, through (...) movement, improvisation, story-telling, and self-discovery. In the second phase of the project, their stories were merged into a theater production, weaving movement, song, and voice, and performed by an ensemble of experienced actors from the community. Pre- and post-interviews and self-report standardized measures of executive functioning were used to assist in establishing criteria and direction for future research. The results suggest that the individuals involved in this pilot may have improved executive functioning and acquired more ability to engage in human service programs designed to increase job readiness and enhance adaptive living skills. (shrink)

GoalThis paper presents an immersive Virtual Reality system to analyze and train Executive Functions of soccer players. EFs are important cognitive functions for athletes. They are a relevant quality that distinguishes amateurs from professionals.MethodThe system is based on immersive technology, hence, the user interacts naturally and experiences a training session in a virtual world. The proposed system has a modular design supporting the extension of various so-called game modes. Game modes combine selected game mechanics with specific simulation content to (...) target particular training aspects. The system architecture decouples selection/parameterization and analysis of training sessions via a coaching app from an Unity3D-based VR simulation core. Monitoring of user performance and progress is recorded by a database that sends the necessary feedback to the coaching app for analysis.ResultsThe system is tested for VR-critical performance criteria to reveal the usefulness of a new interaction paradigm in the cognitive training and analysis of EFs. Subjective ratings for overall usability show that the design as VR application enhances the user experience compared to a traditional desktop app; whereas the new, unfamiliar interaction paradigm does not negatively impact the effort for using the application.ConclusionThe system can provide immersive training of EF in a fully virtual environment, eliminating potential distraction. It further provides an easy-to-use analyzes tool to compare user but also an automatic, adaptive training mode. (shrink)

ABSTRACT:The ethical sensemaking approach stands as an essential alternative to the dominant rational and objectivist paradigm of ethical decision-making in organizations. From this perspective, this research explores the intrapersonal interplay of emotions and reflexivity in ethical sensemaking. We analyzed thirty-seven semi-structured interviews conducted with executive coaches sharing a critical incident about an issue they framed as ethical. Our findings show that their ethical decisions unfolded over a three-phase emotional reflexive sensemaking process, where reflexivity allowed for the management of emotions (...) in the form of emotional awareness, emotional unpacking, and emotional engagement. Therefore, we portray ethics as afabric, produced through the knitting of emotions and reflexivity. And, while ethics certainly appear to be produced by the subject, we suggest a reciprocal relationship, whereby the very fabric of ethics contributes to the production of the ethical subject. (shrink)

Most self-improvement programs train people to identify and solve problems by grappling with them endlessly, often to no avail. Executive coach Steve Sisgold, however, knows that the body--not the mind--is the most reliable and effective pathway to realizing your innermost desires and achieving success. His unique, body-centric approach will show you how to get out of your head and take charge of every area of your life with increased awareness, clarity, and confidence. Whole Body Intelligence teaches you how to (...) become aware of subtle body sensations--such as gripping the phone or clenching your jaw during a tense conversation--and how to interpret their meanings, linking them to negative thoughts and behaviors that are impeding your success and happiness. You will recognize the patterns and imprints that have shaped your experiences and decisions for your entire life and learn how to change these thoughts and behaviors before they become self-sabotaging. No more overthinking! Decisions will become easier to make and you will stay engaged, resilient, and relaxed in any situation. With an easy-to-follow 30-day plan, body centric stress management tools, and inspiring stories of people who have changed their lives using this system, Whole Body Intelligence empowers you to channel the power of your body to achieve your wildest dreams. (shrink)

BACKGROUND: There is a need for interdisciplinary research to better understand how pedagogical approaches in primary physical education (PE) can support the linked development of physical, cognitive and affective aspects of physical literacy and physical activity behaviours in young children. The Skill Acquisition Methods fostering Physical Literacy in Early-Physical Education (SAMPLE-PE) study aims to examine the efficacy of two different pedagogies for PE, underpinned by theories of motor learning, to foster physical literacy, especially for children living in disadvantaged areas. METHODS: (...) SAMPLE-PE will be evaluated through a cluster-randomised controlled trial targeting 5-6 year old children from schools located in areas of high deprivation in Merseyside, North-West England. Schools will be randomly allocated to one of three conditions: Linear Pedagogy, Nonlinear Pedagogy or Control. Nonlinear and Linear Pedagogy intervention primary schools will receive a PE curriculum delivered by trained coaches over 15 weeks, while control schools will follow their usual practice. Data will be collected at baseline (T0), immediately post-intervention (T1) and six months after the intervention has finished (T2). Children’s movement competence is the primary outcome in this trial. Secondary outcomes include physical activity, perceived competence, motivation, executive functions, and self-regulation. An extensive process evaluation will also examine implementation factors such as intervention context, reach, dose, fidelity and acceptability. DISCUSSION: The SAMPLE-PE project will enable better understanding surrounding how to operationalise physical literacy through enrichment of PE practices in early PE. The study will provide robust scientific evidence regarding the efficacy of underpinning PE pedagogy with theories of motor learning to promote the development of physical literacy. (shrink)

This article explores the role of organizational professionals in the evolutionary development of business. Such professionals are currently defined in the fields of human resources development, organizational development and human performance improvement as executive and strategic coaches, training professionals and consultants. Their work seeks to improve the human systems on which organizational processes depend. This article explores (a) areas of convergence and divergence among these fields; (b) how these professions might contribute to the conscious evolution of humane, sustainable and (...) viable organizational cultures; and (c) the challenges and issues these professions must effectively address. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Reviewed by:Charm and Speed: Virtuosity in the Performing ArtsAnthony J. PalmerV. A. Howard, Charm and Speed: Virtuosity in the Performing Arts (New York: Peter Lang, 2008)There may be one other book on virtuosity, but nothing that approaches the depth of argument put forth by V. A. Howard in Charm and Speed. As the author states, “[t]his book offers an interpretation, analysis, and reconstruction of the concept of virtuosity which (...) plays so prominent a role in historical, critical, and theoretical discussions of artistic performance.”1 The book is not an easy read, however, because of Howard’s customarily esoteric vocabulary. While the writing is in fine style, there are too many occasions where the reader may be hampered by having to pause to reconsider what was stated, especially in some of the longer sentences, or because a dictionary consultation is warranted.Nevertheless, this is a must-read for voice and instrumental students and their teachers, coaches, and accompanists. Moreover, this book is a must-read for anyone working with performing artists; Howard covers the performance arts broadly, including theatre and dance as well. If you only surmise what virtuosity is, you will become intimately aware of its meaning and all its ramifications.Its casual use suggests that virtuosity can be found everywhere, from auto mechanics to baristas and even include, as Howard describes, cheetahs on the hunt and the kill. And although the cheetah is perfectly suited to find food to feed her [End Page 101] cubs, the intentional development of techniques and a conscious plan to attack her prey is questionable; she acts out of instinct. We can admire various manifestations of excellence, but their qualities do not measure up to the characteristics of virtuosity. Excellence in execution is not by such virtue virtuosic.The fact is performance in the arts requires a special understanding of virtuosity that must be narrowly applied under appropriate conditions. The ten chapters comprising the book deal with every facet of virtuosity in performance and clarify the issues forcefully and accurately. Charm and Speed is a brief treatise of only 134 pages, plus notes and a 3-page appendix. But in those chapters lie explanations to which most professional performers, teachers, and subsidiary personnel may need to give serious consideration. On the other end of the spectrum, for those who may require a less than keenly argued thesis, how much does one really need to know about virtuosity to enjoy fine, but lesser, performance? Some differences do need to be noted, however, and confusing virtuosity with other artistic appellations could be eliminated.At the outset, virtuosity can easily be confused with creativity, but the latter is more general while “a judgment of virtuosity is necessarily grounded in the observables of execution.”2 Howard’s outline of the conditions of virtuosity is carried throughout the discussion. Three parts comprise any consideration: 1) the performing individual or group “inclusive of training and manifest talent,” judged by experts; 2) the domain of the performance—acting, dancing, and playing the violin—must be specified; and 3) the audience comprised of a general audience and “critics, colleagues, and institutions” must render appropriate judgment.3 Virtuosity is not a single state but requires both process and achievement.Howard narrows his discussion on virtuosity to those in the performing arts, “to those who play instruments, or sing or act, dance or conduct,”4 with no other reason or intention but to render the artwork with unique interpretations at the highest level possible. Howard restricts discourse to allographic5 works in the Western tradition, an important distinction that I had considered questionable at first, but came to realize that virtuosity considered on a wider scale could be overly complicated. My experience with Japanese performing art, for example, would have to examine, Nô, Bunraku, Kabuki theatre, and traditional vocal and instrumental performance, among other things, all quite complex in their own right. Can a puppet in Bunraku be a virtuoso, or would it be the puppeteer? Further, Korean art forms such as pansori and African arts, where some cultures are communal rather than performed by superb practitioners, would all have to be considered. When the whole world is examined... (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Reviewed by:Charm and Speed: Virtuosity in the Performing ArtsAnthony J. PalmerV. A. Howard, Charm and Speed: Virtuosity in the Performing Arts (New York: Peter Lang, 2008)There may be one other book on virtuosity, but nothing that approaches the depth of argument put forth by V. A. Howard in Charm and Speed. As the author states, “[t]his book offers an interpretation, analysis, and reconstruction of the concept of virtuosity which (...) plays so prominent a role in historical, critical, and theoretical discussions of artistic performance.”1 The book is not an easy read, however, because of Howard’s customarily esoteric vocabulary. While the writing is in fine style, there are too many occasions where the reader may be hampered by having to pause to reconsider what was stated, especially in some of the longer sentences, or because a dictionary consultation is warranted.Nevertheless, this is a must-read for voice and instrumental students and their teachers, coaches, and accompanists. Moreover, this book is a must-read for anyone working with performing artists; Howard covers the performance arts broadly, including theatre and dance as well. If you only surmise what virtuosity is, you will become intimately aware of its meaning and all its ramifications.Its casual use suggests that virtuosity can be found everywhere, from auto mechanics to baristas and even include, as Howard describes, cheetahs on the hunt and the kill. And although the cheetah is perfectly suited to find food to feed her [End Page 101] cubs, the intentional development of techniques and a conscious plan to attack her prey is questionable; she acts out of instinct. We can admire various manifestations of excellence, but their qualities do not measure up to the characteristics of virtuosity. Excellence in execution is not by such virtue virtuosic.The fact is performance in the arts requires a special understanding of virtuosity that must be narrowly applied under appropriate conditions. The ten chapters comprising the book deal with every facet of virtuosity in performance and clarify the issues forcefully and accurately. Charm and Speed is a brief treatise of only 134 pages, plus notes and a 3-page appendix. But in those chapters lie explanations to which most professional performers, teachers, and subsidiary personnel may need to give serious consideration. On the other end of the spectrum, for those who may require a less than keenly argued thesis, how much does one really need to know about virtuosity to enjoy fine, but lesser, performance? Some differences do need to be noted, however, and confusing virtuosity with other artistic appellations could be eliminated.At the outset, virtuosity can easily be confused with creativity, but the latter is more general while “a judgment of virtuosity is necessarily grounded in the observables of execution.”2 Howard’s outline of the conditions of virtuosity is carried throughout the discussion. Three parts comprise any consideration: 1) the performing individual or group “inclusive of training and manifest talent,” judged by experts; 2) the domain of the performance—acting, dancing, and playing the violin—must be specified; and 3) the audience comprised of a general audience and “critics, colleagues, and institutions” must render appropriate judgment.3 Virtuosity is not a single state but requires both process and achievement.Howard narrows his discussion on virtuosity to those in the performing arts, “to those who play instruments, or sing or act, dance or conduct,”4 with no other reason or intention but to render the artwork with unique interpretations at the highest level possible. Howard restricts discourse to allographic5 works in the Western tradition, an important distinction that I had considered questionable at first, but came to realize that virtuosity considered on a wider scale could be overly complicated. My experience with Japanese performing art, for example, would have to examine, Nô, Bunraku, Kabuki theatre, and traditional vocal and instrumental performance, among other things, all quite complex in their own right. Can a puppet in Bunraku be a virtuoso, or would it be the puppeteer? Further, Korean art forms such as pansori and African arts, where some cultures are communal rather than performed by superb practitioners, would all have to be considered. When the whole world is examined... (shrink)

The objectives of this study are to survey, post the latest Combined Code, current board practice concerning the appointment, evaluation and development of directors and performance evaluation of boards and their committees. The Company Secretaries of all FTSE 100 and 250 companies were invited to complete, online or on paper, a survey questionnaire designed to investigate several aspects of the performance of their Boards of Directors, including the impact of relevant parts of the latest Combined Code. The more positive findings (...) are that: the Code's principles yield discernible benefits for board and company performances; board performance is most affected by new appointments which has implications for director induction; New Directors' roles and competencies are well articulated by Nomination Committees; a majority use explicit performance criteria; a majority of directors commit 3 5 days per annum to their professional development. Areas for attention suggested by the findings are as follows: a minority translate explicit performance criteria into specific improvement targets; some ambivalence characterises public disclosure of board evaluation results; evaluation of Committees' performance is less rigorous than for Main Boards; the powers and responsibilities of Subsidiary/Divisional boards are not well defined; only a minority of Nomination Committees focus on Descriptors of High Performance; traditional methods of Director selection and induction prevail; Non-Executive Directors' suitability to coach their Executive Director colleagues or other members of the executive team; only one in seven boards uses External Facilitators to assist in benchmarking their performance. The implications of these results are discussed. (shrink)

Michael Jordan and countless other NBA stars credit George Mumford with transforming their game. A widely respected public speaker and coach, Mumford shares his story and strategies in The Mindful Athlete. His proven techniques transform the performance of anyone with a goal, be they an Olympian, weekend warrior, executive, hacker, or artist. A basketball player at the University of Massachusetts (where he roomed with Dr. J, Julius Erving), injuries forced Mumford out of the game he loved. The meds that (...) relieved the pain of his injuries also numbed him to the emptiness he felt without the game and eventually led him to heroin. After years as a functioning addict, Mumford made meditation the center of his life. He kicked drugs, earned a master's degree, and began teaching meditation to inmates and others. Mumford went on to partner with coach Phil Jackson, a long-time mindfulness practitioner, working with him and each of the teams he coached to become NBA champions. His roster of champion clients now includes executives and Olympians. With a charismatic style that combines mindfulness with lessons from icons like Yoda and Bruce Lee, Mumford delivers an engrossing story and an invaluable resource. (shrink)

Nowadays, football goalkeepers play an important role in the team's organization, namely, considering the offensive and defensive processes. The purpose of our investigation focuses on the notational and T-pattern analysis of the offensive and defensive actions of elite young football GKs. The participating GKs presented 8 years of experience in the specific position, were internationally selected for the national team of Portugal, and competed in the national U-17 championship of Portugal. Thirty football matches were observed. The observational sample consisted of (...) defensive actions and offensive actions. Two observational instruments were used to codify the actions: the observation system of defensive technical-tactical actions of GKs and the observation system of offensive technical-tactical actions of GKs. Both instruments underwent a validation process, and inter- and intra-observer reliability was tested. The codification of the actions was performed with the LINCE program, and later the data were exported to Microsoft Excel and THEME 5.0. The notational data were analyzed in SPSS, and T-pattern detection analysis was performed in THEME 5.0. The predominant actions of young observed GKs were fundamentally goal defense and participation in the team's offensive process construction through actions performed with the foot and hand. The analysis of T-patterns allowed to identify T-pattern actions in the defensive actions of goal defense and exit of the goal, as well as related to the defensive set pieces. In the offensive process, the analysis of T-patterns reinforced the participation of the GK in the team's first phase of construction and in the execution of goal kicks and actions that start as a result of the actions of the opponent. The GK's defensive actions are mostly focused on the objective of goal defense and offensive actions with the hands and feet are important for their participation in positional attack construction. Our study contributes to a better knowledge of the GK's actions in the competition and is relevant to be considered by the specific position coaches in the training process organization. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:The World as I Found It:Possibilities and Peculiarities about Speech and ConversationDavid WemyssIn November 2002, a series of tutorials was advertised within the University of Cambridge. Neville Critchley—a lecturer in philosophy with a reputation for preferring literature—placed advertisements on college notice boards saying he wanted to hear from students not just philosophically or intellectually intrigued by language but literally made unwell by it. Four young people replied, one of (...) whom subsequently provided me with an account of what passed in Room C28 at Emmanuel College. Almost thirteen years afterwards, the account was published under the title "The Weighing of Our Words."1Richard Salisbury, who had prepared the account, died in September 2016. His later piece, "A Report on Experience,"2 was published in October 2018—and that was believed to be the last literary production connected with the 2002 tutorials. However, it transpires that Richard's wife, Carole, who had organized the publication of "A Report on Experience," was also in possession of an intriguing recording from June 2016—just months before Richard's death. Carole discovered an audio recording, on a set of old-fashioned, reel-to-reel tapes, of a meeting in the Bedford Hotel in Bloomsbury, London, between her husband and Neville Critchley—fourteen years after they had last met. The conversation was [End Page 210] clearly intended to be transcribed and published, and I remain grateful to Carole for her help and friendship in arranging this.INeville Critchley and Richard SalisburyBedford Hotel, Southampton Row, LondonJune 2016Neville Critchley:Sitting here in Bloomsbury, I'm remembering the story about T. S. Eliot hiding in the lavatory at Faber and Faber to avoid small talk with colleagues as they left the office together in the evenings.Richard Salisbury:I think quite a lot of people do things like that. But I'm a good bit worse.NC:You have some remarkable illustrations of how much worse.RS:Before moving to Edinburgh (where I met David Wemyss, of course) I had a brief but enjoyable stay in Oxford, doing legal work for the city council there. One day, it was announced that my entire team, from senior executives down to administrative assistants, and one or two hangers-on, had been invited to Westminster for an "exchange of ideas" with civil servants there who were interested in a project I'd set up—to do with parking charges, of all things! Anyway, the plan was to go through to London by luxury coach as a day trip, but I could only think of the fragmented conversation on the journey—especially the conducting of conversations looking over my shoulder or half-standing up, or perhaps getting stuck for too long with one of my less-congenial colleagues. Carole found the answer: if I took the day before the visit as a holiday, and the day after too, I could be in London for the professional appointment but avoid the bus completely. I needed a reason, of course, but London being London I knew I'd easily find a concert that would sound like a convincing explanation for wanting to combine personal and professional objectives. Bruckner 8 did the trick. I needed a couple of nights in a hotel—here at the Bedford actually!—but it was well worth it. I'm never reluctant to have a day or two in Bloomsbury, having stayed here for six months, but the real motivation was the desperation to avoid my colleagues outside the carefully premeditated conversational tramlines I usually had in place. [End Page 211]NC:And that's just one of the many—quite different—ways in which you would characterize why you, like Eliot, would hide in a lavatory to avoid talking to people! But to an everyday, well-adjusted person, that would sound monstrous. Claustrophobically intropunitive—or narcissistic. There's even a case for suppressing the transcript of this interview, or destroying it altogether—but I don't think you'd like that! You assume completely that I'll bring it into existence. It'll be a middlebrow literary accomplishment—a literary coup that marshals the chaos of your experience... (shrink)

How many companies create a fancy vision statement, hang it on the wall and never refer to it again? For all the hype, identifying company values is worthwhile only if management then refer to these values in all business -decisions and motivate employees to do the same. Values at Work seeks to help managers identify company values, coach staff to implement these values, and support staff in identifying their own personal values and comparing them to those of the company. Values (...) at Work includes interviews with company executives already -implementing values-based management techniques, and provides a prac-tical guide for managers wishing to understand values and their impact on people, performance, and profit. (shrink)

El coaching ejecutivo ha dado lugar a numerosos desarrollos de orientación básicamente prescriptiva. Una perspectiva crítica y con base empírica puede permitir ir más allá de la retórica del coaching e identificar las tensiones y las contradicciones de los procesos de coaching en un contexto organizacional, como entorno relacional y cultural. El objetivo de este trabajo es acercarnos críticamente al coaching ejecutivo individual en la práctica, estableciendo las diferencias entre lo preconizado por las teorías y los (...) expertos del coaching y lo que se hace en las empresas. Mediante 50 entrevistas en profundidad a coaches y coachees, identificamos cuatro grandes discursos sobre el coaching ejecutivo: a) herramienta de crecimiento personal; b) relación diádica; c) resolución de problemas en equipos de trabajo; y d) mecanismo de cambio organizacional. El análisis muestra las tensiones y las contradicciones ad intra y entre los discursos y, con ello, la importancia de considerar el contexto organizacional. (shrink)

This paper examines college athletes’ perceived support for concussion reporting from coaches and teammates and its variation by year-in-school, finding significant differences in perceived coach support. It also examines the effects of perceived coach support on concussion reporting behaviors, finding that greater perceived coach support is associated with fewer undiagnosed concussions and returning to play while symptomatic less frequently in the two weeks preceding the survey. Coaches play a critical role in athlete concussion reporting.

Este estudio trata de dar respuesta a la dificultad que presenta el alumnado que cursa el Grado de Maestro en Educación Infantil para elaborar el Trabajo Final de Grado (TFG). Para ello, se describe una experiencia de coaching con la finalidad de introducir al profesorado de educación superior en dicha metodología como herramienta para la innovación y la mejora educativa en el marco de la tutoría de TFG del citado grado. Finalmente, se discuten los aspectos positivos y a mejorar (...) de la implementación descrita y se plantea la necesidad de fomentar este tipo de metodologías entre el el profesorado de educación superior. (shrink)

Coach observation studies conducted since the 1970s have sought to determine the quantity and quality of verbal feedback provided by coaches to their athletes. Relatively few studies, however, have sought to determine the knowledge and beliefs of coaches that underpin this provision of feedback. The purpose of the current study was to identify the beliefs and knowledge that elite team sport coaches hold about providing, receiving and evaluating feedback in their training and competition environments. Semi-structured interviews conducted with 8 coaches (...) were inductively analysed, revealing three broad themes: thinking and learning about feedback, providing feedback, and evaluating feedback. Findings revealed a detailed array of knowledge about feedback across a wide range of sub-topics. Coaches saw feedback as a tool to improve performance, build athlete confidence, help athletes to monitor progress, and as a tool to improve their own performance. Novel insights about evaluating an athlete’s reception of feedback, and tailoring feedback for individual athletes, were provided by coaches. The findings also highlight areas in which future coach education offerings can better support coaches to provide effective feedback. (shrink)

The aims of the study were to identify coach profiles and examine whether participants from distinct profiles significantly differed on burnout, emotions and coping. A sample of 268 athletes (Mage = 29.34; SD = 12.37), completed a series of self-reported questionnaires. Cluster analyses revealed two coach leadership profiles: (a) profile 1 with high scores of training and instruction, authoritarian behavior, social support and positive feedback, and a low score of democratic behavior; and (b) profile 2 with low levels in training (...) and instruction, authoritarian behavior, social support and positive feedback and high levels in democratic behavior. Results of MANOVAs indicated significant differences across coach profiles on reduced accomplishment, sport devaluation, happiness and seeking support and marginal differences on dejection, logical analysis, imagery/thought control, and excitement. Moreover, coach leadership profiles were not confounded by demographic variables (level of competition, gender, age, number of practice hours, professional versus no professional athletes). As a conclusion, the profile approach offered a holistic way to examine coach leadership in sport as two distinct coach profiles emerged from the cluster analyses with an unexpected combination of coach leadership dimensions. (shrink)

In the last 10 years, emotional intelligence has become a current issue of research in psychology, and there are indicators to consider that emotional intelligence should be analyzed to help the coach to behave effectively during competitions. According to Boardley’s (2018) revised model of coaching efficacy, coaches’ emotional intelligence is predictive of their efficacy beliefs, which, in turn, is predictive of coaching behavior. However, little is known about the mediating effects of coaching efficacy dimensions on the relationships (...) between coach’s emotional intelligence and reactive behaviors in competitive settings. Thus, the purpose of this study is to examine mediating effects of coaching efficacy dimensions on the relationship between emotional intelligence and coaches’ reactive behaviors during a game using a multimethod approach. Participants were 258 coaches of youth football players aged 9 to 17 years old. Observations in situ using Coaching Behavior Assessment System were carried on 258 football games during two seasons. At the end of each game, coaches completed the Wong and Law Emotional Intelligence Scale and the Coaching Efficacy Scale. Structural equation modelling analyses revealed that motivation efficacy and character building mediated the relationship between regulation of emotion and positive and negative coaches’ reactions during game. Specifically, motivation efficacy mediated the association between regulation of emotion and positive coaches’ reactions, and the relationship between regulation of emotion and negative coaches’ reactions were mediated by motivation efficacy and character building. In addition, coaching level moderated the relationships between emotional intelligence, self-efficacy and coaches’ reactive behaviors. Findings of the present study showed that coaching efficacy dimensions (i.e., motivation efficacy and character building) that have the capacity to influence their confidence in ability to affect the psychological mood and positive attitude of athletes, transfer the effects of emotional intelligence (i.e., regulation of emotion) on coaches’ verbal reactions during a youth soccer game. Specifically, a coach who feels competent to regulate their own emotions would perceive high beliefs of efficacy to motivate and to build character of their athletes, and this insight has an impact on their positive verbal reactions in response to athletes’ performances. (shrink)

Drawing on the self-determination framework, the study examined the effect of coaches’ autonomy support on the leisure experience of young male football players. Specifically, a model was tested analyzing the long-term predictive power of the players’ perception of coach-autonomy support at the beginning of the season on the subjective vitality of young football players at the end of the season through needs satisfaction and intrinsic motivation. Moreover, we tested whether the effects of coach-autonomy support on the aforementioned variables (needs satisfaction, (...) intrinsic motivation, and subjective vitality) at the end of the season remained at the beginning of the following season. Because the coach in the second season was not the same one as in the first season, the perception of coach-autonomy support at the beginning of the second season was used as a control variable. Three hundred and sixty football players (M age = 12.60 years; SD = 0.52) completed a questionnaire on the variables of interest at the beginning of the first season (T1), at the end of the first season (T2), and at the beginning of the second season (T3). The results of the path analyses showed that player’ perceptions of coach autonomy support at the beginning of the season (T1) positively predicted needs satisfaction at the end of the first season (T2), which in turn predicted intrinsic motivation at the end of the first season (T2). Additionally, intrinsic motivation significantly and positively predicted subjective vitality at the end of the first season (T2). Finally, needs satisfaction, intrinsic motivation, and subjective vitality at the end of the second season (T2) positively predicted these same variables at the beginning of the second season (T3). Results emphasized the importance of the autonomy support offered by the coach in promoting the quality of young people’s leisure experience playing football and its benefits for their well-being. (shrink)

This two-wave study investigated the temporal interplay between motivation and the intensity and reported impact of athletes’ emotions in training settings. In total, 217 athletes completed self-report measures of motivational climate, motivation regulations, emotional states (i.e., pleasant states, anger, and anxiety) experienced before practice at two time points during a 3-month period. Latent change score modeling revealed significantly negative paths from task-involving climate at time 1 to the latent change in the intensity of dysfunctional anxiety and anger, and significantly positive (...) paths from ego-involving climate at time 1 to the latent change in dysfunctional anger (i.e., intensity and reported impact). The paths from controlled motivation at time 1 to the latent change in the intensity of dysfunctional anxiety and vice versa were significantly positive. The path from controlled motivation at time 1 to the latent change in the intensity of functional anger was significantly positive, but not vice versa. In addition, the paths from dysfunctional anger (i.e., intensity and reported impact) at time 1 to the latent change in motivation regulations were significant, but not vice versa. Overall, evidence provided suggested that the temporal interplay of motivation and emotions is contingent on the specific emotions. The findings highlight the role of coach-created motivational climate and the importance of identifying high levels of controlled motivation to help athletes better adapt to psychological stress. (shrink)

Concussion is a form of traumatic brain injury that has been defined as a “trauma-induced alteration in mental status that may or may not involve loss of consciousness.” Terms such as getting a “ding” or getting your “bell rung” are sometimes used as colloquialisms for concussion, but inappropriately downplay the seriousness of the injury. It is estimated that between 1.6 and 3.8 million concussions occur annually in the United States as a result of participation in sports or recreational activities. To (...) date, there are no objective, biological markers for concussion; rather, the current diagnosis of concussion is dependent upon symptom reporting by the athlete. In the acute phase, concussions can result in a broad spectrum of symptoms that can be transient or last for days, weeks, or even months. Symptom prolongation is generally referred to as post-concussion syndrome. (shrink)

Psychopathy, executive functions, and neuropsychological data: a response to Sifferd and Hirstein.

The aim of this study was to analyze the association between coaches’ experience and their perceptions on the implementation of a long-term athletic development model created in 2016 by the Portuguese Swimming Federation. Eighty-six swimming coaches were assembled in groups according to their experience level: “novice”, “intermediate”, and “experienced”, and they answered a questionnaire with the following items: awareness of the existing model acceptance usefulness for practice, and implementation of this model by their peers. Regardless of experience, ~67% of the (...) coaches were aware of the model. Among those, a large number showed acceptance and confidence in its usefulness for their daily practice. Most coaches showed concerns about the fact that their peers do not respect the model frameworks, declaring the search for their swimmers’ immediate success as the main cause for such behavior. The results also showed an association between experience and knowledge about the model’s existence [χ2 = 10.223, p < 0.01, V = 0.345], and experienced coaches exhibited better knowledge than their intermediate [χ2 = 9.555, p < 0.01, V = 0.393] or novice [χ2 = 5.926, p = 0.02, V = 0.314] counterparts. While there was an association between the coaches’ experience and knowledge about the LTAD model’s existence, this situation does not seem to influence the way coaches accept and understand the usefulness of the model for their daily practice. (shrink)

Research shapes our understanding of practice in powerful and important ways, in sports coaching as in any other discipline. This innovative study explores the philosophical foundations of sport coaching research, examining the often implicit links between research process and practice, descriptions and prescriptions. Arguing that the assumptions of traditional single-disciplinary accounts, such as those based in psychology or sociology, risk over-simplifying our understanding of coaching, this book presents an alternative framework for sports coaching research based on (...) critical realism. The result is an embedded, relational and emergent conception of coaching practice that opens new ways of thinking about coaching knowledge. Drawing on new empirical case study research, it demonstrates vividly how a critical realist-informed approach can provide a more realistic and accountable knowledge to coaching stakeholders. This knowledge promises to have important implications for coaching, and coach education and development practices. Sport Coaching Research and Practice: Ontology, Interdisciplinarity and Critical Realism is fascinating reading for any student or researcher working in sports coaching, sport pedagogy, physical education, the philosophy or sociology of sport, or research methodology in sport and exercise. (shrink)

In the article the key terms including “coach”, “coaching”, “coaching technology” used in the area of educational leadership are investigated. The purpose, tasks and types of coaching in the educational management are determined. The coaching algorithm as a technology targeted at unlocking the potential of university faculty and staff is explained. The emphasis is placed on the use of coaching principles that ensure effective leadership. The immense potential that coaching technology provides for the educational (...) leadership is considered. The role of master programs that offer specialized training for future leaders in different educational environments is outlined. In order to stimulate professional education, leader’s ability to make ethical managerial decisions, develop responsibility, confidence in their own capabilities, the ways of implementing coaching technology in higher education are substantiated. The key competencies and masteries that educational leaders have to acquire are outlined. Today’s schools lack experienced leader that can ensure stability and growth. To understand the problems and challenges that schools in Ukraine are facing, principals in two regions of Ukraine have been served regarding their awareness of the term “coaching” and its practical importance for the effective educational management. It is argued that coaching as a strategy to ensure effective leadership is considered to be a powerful resource for any educational setting. The framework of coaching treats each and every employee as a unique, creative personality, able to independently solve a number of tasks, take initiative, make choices, and realize goals. (shrink)

Social studies teachers are frequently athletic coaches who are often criticized for prioritizing coaching over teaching. The purpose of this study is to investigate the experiences of preservice social studies teachers regarding the relationship between coaching and teaching with respect to hiring in middle and secondary schools. The researchers employed phenomenological research methods to investigate the hiring experiences of social studies teacher candidates. Survey and interview data were collected from social studies teacher candidates at the three largest universities (...) in a southeastern state. Results illuminate a pervasive coaching contingency that many social studies teacher candidates face. Social studies teacher candidates perceived that willingness to coach a sport is the most important factor, other than teaching, to be hired to teach—particularly at the high school level. (shrink)

When introducing changes to an organisation, it is crucial to know how a given change will affect the company’s success. It is easy to forget or, more frequently, fail to appreciate the importance of the feelings and thoughts of the people who experience such changes. The distinction between objective change and subjective change is helpful in understanding the psychological consequences of changes and how they may affect the effectiveness of introducing changes in organisations. Results of studies on the psychological costs (...) of changes for an individual indicate that there are differences in the way people experience objective and subjective changes, and that the way a change is perceived by an individual is crucial for the consequences of change. Studies have also identified factors which can buffer the negative consequences that changes may have on an individual. For changes in an organisation, coaching is one method to nurture these buffering factors in affected individuals, and, most of all, in those who are responsible for planning and introducing the changes, so that the employees of a company can experience the change in the most constructive way possible. (shrink)