A Framework of Executive Coaching Outcomes and a Meta-Analysis of Executive Coaching Effectiveness

Objectives: To provide a framework in which outcomes of coaching can be classified and to present a meta-analysis that synthesizes the existing research on executive coaching effectiveness in order to understand the impact of coaching on work-based outcomes. Design: Meta-analysis Methods: A review of the literature related to the distinction between effectiveness and evaluation; definitions of coaching effectiveness; and of training outcomes were conducted to create the framework of coaching outcomes. As a result of this review, a framework was suggested that classified coaching outcomes as either affective; behavioural/skill-based or results/performance. A further extensive literature search then identified 24 studies that matched our inclusion criteria for the meta-analysis. These studies were coded on a variety of variables including the type of outcome (as proposed by our framework) and predictor variables including multi-source feedback; type of coach; coaching format and coaching technique. Hunter & Schmidt’s (1990, 2004) meta-analytic procedure was followed. Results: Our findings indicate that executive coaching has a moderate to strong positive effect on outcomes, with the largest effect size for results/performance outcomes. Conclusions: The overall effectiveness of executive coaching varies depending on the type of outcome considered, however the effect sizes obtained for overall effectiveness (ranging from 0.33 to 0.57) can be classified as a medium to strong effect (Cohen, 1992). We believe that this result has positive implications for the effectiveness of coaching and the likely return on investment for organizations utilising coaching as a development method. This effect size appears to be comparable to those obtained for other types of organisational interventions

The Influence of the Five Factor Model of Personality on the Perceived Effectiveness of Executive Coaching.

Limited research attention has been paid to the influences on executive coaching effectiveness. This study explores whether a relationship exists between the Five Factor Model of personality and coachee perceptions of effectiveness of executive coaching. Thirty coachees completed a cross sectional survey measuring personality using scales from the International Personality Item Pool (Goldberg, 1999). There was a significant positive relationship between extraversion and perceived coaching effectiveness. The findings have implications for organisations when considering whether their employees are suited to the development interventions on offer and whether the intervention will subsequently provide a good return on investment. Our study also contributes to the emerging literature on antecedents of coaching effectiveness by examining core aspects of individual differences

The Cultural Relevance of Mindfulness Meditation as a Health Intervention for African Americans: Implications for Reducing Stress-Related Health Disparities

African Americans experience a disproportionate rate of stress-related health conditions compared to European Americans. Mindfulness meditation has been shown to be effective for managing stress and various stress-related health conditions. This study explored the cultural relevance of mindfulness meditation training for African Americans adults. Fifteen African American adults with past or current experience with mindfulness meditation training were interviewed. Participants felt that mindfulness meditation helped them with enhanced stress management, direct health improvement, and enhanced self-awareness and purposefulness. They felt that they would recommend it and that other African Americans would be open to the practice but suggested that its presentation may need to be adapted. They suggested emphasizing the health benefits, connecting it to familiar spiritual ideology and cultural practices, supplementing the reading material with African American writers, increasing communication (education, instructor availability, “buddy system,” etc.), and including African Americans as instructors and participants. By implementing minor adaptations that enhance cultural relevance, mindfulness meditation can be a beneficial therapeutic intervention for this population

A Critical Evaluation of the Outcome Research Dominating the Field of Executive Coaching

Objective: In their review, Kampa-Kokesch and Anderson (2001) identified that there was a need for the rigorous investigation into the type of outcomes to be expected from executive coaching and how the process in executive coaching relates to these outcomes. Almost ten years on, Grant et al. (2010) came to many of the same conclusions. This paper will evaluate the main issues with the theory and research in the field of executive coaching outcomes and why little change has been seen over the past decade. Content: The underlying philosophy of the field will be addressed, followed by an examination of the development of theories of executive coaching effectiveness. Finally the methodology utilised in executive coaching effectiveness studies will be discussed. Methods: A critical evaluation of the literature, utilising existing reviews such as Grant et al. (2010), Feldman and Lankau (2005) and Kampa-Kokesch and Anderson (2001). Results: The key limitations that can be attributed to the majority of research in executive coaching effectiveness are: a lack of theory which follows a systematic development process (such as described by Van de Ven, 2000); rigorous methodology, particularly utilising longitudinal designs with a control group; exploration of antecedents, mediators and moderators of effectiveness; the use of standardized outcomes to increase comparability between studies; exploration of objective outcomes, particularly at the organisational level; and the use of larger samples to ensure adequate statistical power and to increase generalisability. Conclusion: Both quantitative and qualitative approaches can add a great deal to the research into executive coaching effectiveness. However for coaching research to really become more established, researchers must ensure that their research will address the limitations highlighted

A Meta-Analysis of the Effectiveness of Executive Coaching at Improving Work-Based Performance and Moderators of Coaching Effectiveness

This paper presents a meta-analysis to examine the impact of executive coaching on work-based performance and also various moderators on coaching effectiveness. An extensive literature search identified 24 studies that matched our inclusion criteria. Our findings indicate that executive coaching has a moderate to strong positive effect on performance. The strongest effect was when an internal coach was used whereas the weakest effect was when coaches adhered to a specific coaching technique

Measuring the Immeasurable: the Perceived Coaching Effectiveness Scale

This paper presents the perceived coaching effectiveness scale (PCE) which was developed in response to the lack of an adequately rigorous, reliable and valid measure of coaching outcomes from the coachees perspective. Scale development procedures as outlined by Hinkin (1998) and DeVillis (2012) were followed. Based on the literature, five themes of perceived coaching effectiveness were identified. In-depth interviews resulted in 110 potential items being generated. After questionnaire administration (n = 201) and factor analysis, three higher order factors and nine lower order factors were confirmed and the scale was reduced to 27 items. The findings and implications for practice are discussed

Precise measurements of radio-frequency magnetic susceptibility in (anti)ferromagnetic materials

Dynamic magnetic susceptibility, $\chi$, was studied in several intermetallic materials exhibiting ferromagnetic, antiferromagnetic and metamagnetic transitions. Precise measurements by using a 14 MHz tunnel diode oscillator (TDO) allow detailed insight into the field and temperature dependence of $\chi$. In particular, local moment ferromagnets show a sharp peak in $\chi(T)$ near the Curie temperature, $T_c$. The peak amplitude decreases and shifts to higher temperatures with very small applied dc fields. Anisotropic measurements of CeVSb$_3$ show that this peak is present provided the magnetic easy axis is aligned with the excitation field. In a striking contrast, small moment, itinerant ferromagnets (i.e., ZrZn$_2$) show a broad maximum in $\chi(T)$ that responds differently to applied field. We believe that TDO measurements provide a very sensitive way to distinguish between local and itinerant moment magnetic orders. Local moment antiferromagnets do not show a peak at the N\'eel temperature, $T_N$, but only a sharp decrease of $\chi$ below $T_N$ due to the loss of spin-disorder scattering changing the penetration depth of the ac excitation field. Furthermore, we show that the TDO is capable of detecting changes in spin order as well as metamagnetic transitions. Finally, critical scaling of $\chi(T,H)$ in the vicinity of $T_C$ is discussed in CeVSb$_3$ and CeAgSb$_2$

Coexistence of the "bogolons" and the one-particle spectrum of excitations with a gap in the degenerated Bose gas

Properties of the weakly non-ideal Bose gas are considered without suggestion on C-number representation of the creation and annihilation operators with zero momentum. The "density-density" correlation function and the one-particle Green function of the degenerated Bose gas are calculated on the basis of the self-consistent Hartree-Fock approximation. It is shown that the spectrum of the one-particle excitations possesses a gap whose value is connected with the density of particles in the "condensate". At the same time, the pole in the "density-density" Green function determines the phonon-roton spectrum of excitations which exactly coincides with one discovered by Bogolyubov for the collective excitations (the "bogolons").Comment: 8 pages, no figure

Social determinants of smoking in women from low-income rural backgrounds: Findings from a photovoice study

Smoking is well recognized as one of the most preventable causes of death and disease in the United States (U.S.), accounting for approximately 480,000 deaths each year (Centers for Disease Control and Prevention [CDC], 2014). In addition, the American Academy of Addiction Psychiatry (AAAP, 2018) estimates that approximately 20–30% of individuals experimenting with cigarettes will meet criteria for tobacco use disorder within their lifetime while 60–80% of current cigarette smokers manifest classic drug dependence criteria. Associated annual healthcare cost of smoking are approximately133 billion dollars, with the additional cost in lost productivity estimated at 156 billion dollars annually (CDC, 2014; United States Department of Health and Human Services [USDHHS], 2014). Although recent national rates of cigarette smoking in adults have declined from 20.9% in 2005 to 13.7% in 2018, there remains significant disparity in smoking rates among rural populations (Creamer et al., 2019)

Personnel Selection in the Digital Age: A Review of Validity and Applicant Reactions, and Future Research Challenges

YesWe present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs