Examining the Effectiveness of Executive Coaching on Coachees' Performance in the Israeli Context

While executive coaching is a key means by which organisations and individuals build executives’ capabilities, very little research has investigated how effective or beneficial this development tool is to the individuals or the organisations in which they work. The purpose of this study was to examine executive coaching effectiveness by investigating whether executive coaching has an impact on coachee performance outcomes as well as individual outcomes as manifested by self awareness, career satisfaction, job affective commitment, and job performance. Coaching outcomes were examined through a quasi-experimental field pre-post design with an untreated control group. The study participants (n=197) were drawn from the client bases of four Israeli-based firms whose primary professional services focused on executive coaching. The primary conclusion is that executive coaching may be a mechanism by which executives could be helped in improving and maintaining a high level of career satisfaction. The results should assist organizations in designing more effective executive coaching programs, and in making informed decisions about implementing and measuring executive coaching

Understanding the factors that determine workplace coaching effectiveness: a systematic literature review

Meta-analytic results have established that workplace coaching is effective, however, little is known about the determinants of coaching effectiveness. This paper reports an inclusive systematic literature review, covering the quantitative and qualitative research on workplace coaching. We focus on seven promising areas in the current workplace coaching literature that emerged by the synthesis of 117 empirical studies: self-efficacy, coaching motivation, goal orientation, trust, interpersonal attraction, feedback intervention, and supervisory support. The major contribution of our paper is the systematic integration of well-established theoretical constructs in the workplace coaching context and the new insights we provide in the synthesis of these literatures. Based on our review we provide specific recommendations to be addressed in future research, including recommended research methodologies, which we propose will significantly progress the field of workplace coaching theory and practice

Become the best coach you can be: the role of coach training and coaching experience in workplace coaching quality and quality control

This paper explores whether coach training or coaching experience leads to better coaching quality and quality control. In two large studies, both coaches (N1 = 2267) and personnel managers who book coaches for their company (N2 = 754) answered questions about coaching quality and quality control. The results show that more coach training leads to not only a better self-perceived coaching quality (Study 1) but also a better other-perceived coaching-quality (Study 2); moreover, more coach training positively affects quality control. It is remarkable that coaching experience showed no significant relation regarding other-perceived coaching quality and quality control. Study 2 further revealed that references lead to more recommendations but not to a better coaching quality or quality control. Thus, coach training is an essential factor when selecting organizational coaches. Further research is needed to understand the impact of different approaches to coach trainings on coaching outcomes

Understanding the rise of faculty-student coaching: an academic capitalism perspective

We examine the rise of coaching within management education to support student learning. We question the assumption that faculty-student coaching (FSC) is beneficial and propose that there may be some limitations in the use of FSC that have yet to be adequately acknowledged and discussed in the literature. In particular, we propose that there is currently insufficient evidence to conclude that coaching can produce knowledge acquisition and therefore ask why we persist in the use of FSC when we have limited evidence of its efficacy in delivering a core education outcome. We suggest that the theory of academic capitalism provides a useful, critical lens through which to view the growing trend in FSC, identifying that FSC may be utilized as a method of increasing student satisfaction, perceptions of value for money and as a useful marketing tool for business schools competing for students. However, academic capitalism may also explain the use of coaching via its ability to enhance the skills and attitudes of students, providing outcomes that are valued by students, employers and governments. We conclude our essay by providing recommendations to mitigate these proposed dangers and consequently maximise the effectiveness of coaching as a development tool in management education

Old wine in new bottles: Exploring pragmatism as a philosophical framework for the discipline of coaching

The practice and industry of organizational coaching are now well established, but how it is understood theoretically continues to lag behind. In this paper we analyze possible reasons for this state of affairs and argue that the development of coaching as an academic discipline will benefit from adopting philosophical pragmatism as an overarching theoretical framework. This move will enable coaching academics to utilize the contributions to knowledge that different paradigms generate. Positioning pragmatism as a theory of action we argue that organizational coaching is by default a pragmatic enterprise and provide three examples of the considerable benefits to be gained by conceptualizing it this way. (1) Drawing from the pragmatists’ ideas, particularly those of John Dewey, we demonstrate how the theoretical understanding of organizational coaching can be enhanced by considering its nature as a joint inquiry. (2) Pragmatism suggests development as an ultimate purpose for organizational coaching which also helps to resolve fundamental conceptual debates. (3) In light of the complexity and diversity involved in the way that organizational coaching is practiced, pragmatism offers coaches a useful framework for developing the flexibility required for navigating the multiplicity of influences on their practice

Comparative study on finger-cun measurements of the acupuncture points PC6 and TW5

Locating acupuncture points reliably and reproducibly is a requisite for the accuracy of scientific research of acu­puncture and for assuring the appropriate and effective treatment of patients. Unreliable point location can pro­duce false findings for acupuncture research and clinical practice. The acupuncturists use the one cun measure­ment as well as various lengths and breadths of the fingers in order to locate acupuncture points.The finger-cun measurements are:1 cun: the width of the interphalangeal joint of the thumb.1.5 cun: the width of the index and middle finger, measured at the level of the proximal interphalangeal joint of the index finger.2 cun: the length of the two distal phalanges of the index finger.3 cun: the width of all four fingers, measured at the level of the proximal interphalangeal joint of the index finger.PC6 and TW5 acupuncture points are 2 cun above the wrist crease anterior and posterior, respectively. There have been several reports on the reliability of traditional acupuncture point location methods.In this study we have investigated the four different finger-cun measurements to provide accurate estimates for contemporary Turkish adults. The PC6 and TW5 points were accurately detected with an acupuncture detector. One cun, 1.5 cun, 2 cun, and 3 cun were measured with a digital caliper.The most frequently used finger-cun measurement to find PC6 or TW5 is the 2-cun method. As a result, the 2-fin­ger cun method is more reliable than the 1-cun method to find these two acupuncture points in Turkish adults

A comparison between directional (finger-cun) and proportional (proportional bone cun) methods in locating acupuncture points in the forearm

The cun measurement system is an essential component of the traditional point location methods used in acu­puncture. This study used the cun system to investigate any variation between the traditional measurements and the sample means for selected finger measurements, and for the forearm length obtained from 110 healthy volun­teer subjects randomly selected from students of the Faculty of Medicine and Faculty of Health Sciences, Trakya University, Edirne, Turkey. This study was conducted in order to determine if finger cun-measurements are consistent with proportional bone methods and to investigate whether both methods can be used to locate acupuncture points in the forearm. The length of the forearm was measured using tape measure. The length of the forearm was compared with 1, 1.5, 2 and 3 finger cuns measured with a digital caliper. Additionally, PC6 and TW5 acupuncture points were found with an acupuncture detector. The distance from the wrist crease to PC6 and TW5 was measured and compared with the measurements obtained from directional and proportional methods.The results showed that 3 cun measured by the directional method was most significantly different from one cun measured by the proportional method. The directional method is likely less dependable in locating PC6 and TW5 acupuncture points than the proportional method

Reliability of the tests used for predicting the presence of palmaris longus muscle

Reliability of the tests used for predicting the presence of palmaris longus muscl