Executive Coaching Research Articles

Empirical Study on the Impact of Service Quality Dimensions on Satisfaction of Students: With Reference to Executive Coaching’s of Kota

Purpose: The purpose of this study is to see how the service quality elements affect student satisfaction in private coaching institutes of Kota District. This research unifies, refines, and extends the empirical work undertaken in the field of education service quality in the coaching institutes of Kota, in addition to acknowledging the critical roles of service quality in boosting student satisfaction. It has a number of implications for managers at these coaching institutes, including the importance of strategies related to increasing service quality which will effect the satisfaction level of students. Objective: As one of the first attempts to explore empirically the impact of the service quality approach on student satisfaction this research adds to academic and practical knowledge. The study aims to investigate the relationship between service quality and student satisfaction of private coaching institutes. It also aims to study the Impact of Service Quality on Student Satisfaction of private coaching institutes. The overall study aims to identify the service quality factors leading to student satisfaction. Methodology: The study is based on Empirical research The independent variables in the study are the factors of service quality like Tangibility, reliability, responsiveness, empathy and assurance, while the dependent variable taken for the study is student satisfaction. A quantitative method is used to analyse the data collected through structured questionnaires which was administered in five coaching institutes in Kota: Allen Career Institute, Resonance, Bansal Classes, Aakash, and Vibrant Academy. Data was collected from 400 respondents (384 According to Morgan formulae and 16 as contingency respondents). Stratified simple random sampling method was used to collect the reliable data. The Data was analysed using Statistical tools like correlation and regression analysis. Results: The results shows that all the independent variables are highly correlated with the dependent variable which shows that each element of service quality has an impact on the satisfaction level of the students enrolled in the private coaching institutes of Kota. The Regression analysis concludes that there is a positive impact of tangibility, reliability and assurance on students’ satisfaction and there is a negative impact of responsiveness and empathy on the satisfaction of students of the private coaching institutes. Further, the study gives important guidance for future research opportunities, such as investigating the impact of the marketing mix approach on other coaching institutes' performance criteria.

Can I improve my personal goal level through executive coaching over time? A randomised control trial study

ABSTRACT While existing literature strongly supports the effectiveness of executive coaching, there is a scarcity of empirical studies that assess how coaching facilitates change over time and its potential conditions. This study, conducted in a corporate setting using an experimental design with two measurement points, explores the potential of executive coaching to enhance the perceived coaching client’s personal goal level over time and the possible moderators. Two hundred and two managers from 13 organisations were randomly assigned to a coaching or waiting list condition. Managers in the coaching condition received four weekly coaching sessions from 33 external coaches. The results indicate that managers who received coaching significantly improved their goal level compared with those who did not, suggesting that executive coaching is an effective learning intervention for improving goal measurement for individuals with different backgrounds. The general self-efficacy was not a condition for increased goal level for those who received coaching, highlighting that coaching is an effective tool regardless of the participant’s level of general self-efficacy. However, low general self-efficacy predicted the decision to withdraw from the study, emphasising the importance of the general self-efficacy trait in assessing the readiness of those involved in coaching.

Exploring Innovative Leadership Development Through Executive Coaching in the U.S. Federal Government

Exploring Innovative Leadership Development Through Executive Coaching in the U.S. Federal Government

Who gets the best of you? Coaching to develop emotional intelligence in and out of work

Purpose The purpose of the current study is to determine the extent to which individuals who are being coached to develop emotional intelligence utilize these competencies in their work versus their personal lives. Design/methodology/approach Individuals, as part of a leadership development program or stand-alone executive coaching, were asked to self-report the extent to which they utilize emotional intelligence competencies in both their work and personal lives. These individuals were questioned at two time periods (Time 1N = 172; Time 2 N = 151), six months apart. Findings The findings overwhelmingly support that individuals report using emotional intelligence competencies more at work than in their personal lives at both times periods. There was, however, a substantial increase in those reporting utilizing emotional intelligence competencies in their personal life after participating in executive coaching. Originality/value Much research has examined the positive impacts that emotional intelligence has in the workplace. However, less research has examined its impact on individuals’ personal lives. Little to no research has examined how organizational interventions can help increase the positive impact of emotional intelligence outside of the workplace.

A Study on The Relationship between Coaching Styles towards Work Engagement in Artificial Intelligence Industries

An organisation with a large workforce from a variety of backgrounds collaborates on various projects with different groups of individuals in order to achieve specific goals. Employers who develop coaching relationships with staff members may create high-quality results. According to this viewpoint, an employee who is receiving excellent training or coaching will be able to interact with the tasks assigned successfully in order to meet the organisational aim. The objective of this study is to examine how managerial coaching, executive coaching, and group coaching relate to work engagement in artificial intelligence during the COVID-19 season. It is obvious that the best coaching methods, including managerial coaching, executive coaching, and group coaching, will boost employee involvement, excitement, drive, and motivation while producing great results. 110 personnel of the artificial intelligence business are involved in this study. For data gathering in this study, a survey was used as a quantitative method. In order to analyse the data for this study, Pearson's correlation coefficient and the Statistical Package for the Social Science (SPPS) version 29.0 were both employed. The findings indicated that executive coaching has a high mean average of 3.96 and a significant link (r=0.856, p=0.01) between executive coaching and work engagement. Despite the study's shortcomings, the empirical findings contribute to our understanding of job engagement and purpose in public organisations. Consequently, training is essential in an organisation.

The ripple effect of executive coaching on employee wellbeing

This quasi-experimental study explored the potential ripple effect of executive coaching on the wellbeing of coaching clients’ subordinates across six different measures. A coaching intervention was delivered to six executives with subordinate wellbeing measured before and after. No overall significant improvements were observed in subordinates’ wellbeing but significant improvements were found in workplace wellbeing among older employees (p <.05) and social wellbeingamong hybrid workers (p <.05). However, the pre-and post-test quantitative methodology means that the causal factors for these changes cannot be identified so we cannot definitively conclude that a ripple effect occured. This demonstrates the difficulty of measuring the impact of ‘real world’ coaching within complex organisational structures, adding to the discussion around the need for more research into the impact of systemic coaching to validate executive coaching as a value-enhancing intervention that can deliver organisational-wide benefits.

Executive Coaching and Organizational Performance – A Bibliometric Approach

Abstract The study examined from a bibliometric approach the published materials concerning executive coaching and the link with organizational performance from the last 5 years. There are almost no bibliometric analyses regarding the executive coaching topic and there is a need to have an overview of this topic to further analyze it. The research was performed using the bibliometric methodology and had as the main objective to gain an overview of the research literature on executive coaching and explore the study materials concerning the relationship between coaching and organizational performance. The analysis focused on the WoS Core Collection and revealed an elevated interest in research on executive coaching with a constant increase in the number of published materials every year. United States, UK and South Africa were the leading countries in the study of executive coaching. The study analyzed 250 sources and revealed that UK and Sout Africa published most of the materials on the subject. The affiliation analysis revealed that South Africa has the leading affiliation for the executive coaching topic. The study analyzed the basic biometric metrics as the structure of relevant sources, authors, affiliations and documents and also advanced analysis as clustering and thematic map. This bibliometric analysis can serve as an alternative approach for summarizing datasets on executive coaching topics, allowing for the mapping of existing knowledge and the identification of potential avenues for future research.

Beyond coping and adaptation: Toward a sociology of coaching. A necessary paradigm shift to address contemporary dramatic social change

This article discusses how, in today’s world of disruptive and dramatic social change, non-sports related coaching, which includes a wide range of services such as life coaching, career coaching, executive coaching, and team coaching, can inadvertently fuel undesirable social dynamics. There is little or no awareness of this risk among coaches and coachees. The global, fast-growing, multi-billion-dollar industry aimed at supporting people and organizations to perform better and increase wellbeing while managing and adapting to change has been developed with limited sociological input. The article is based on 15 years of social constructionist-informed reflective practice by a sociologist-turned-coach, and uses a multi-layered theory-driven autoethnographic account to argue for a sociologically informed paradigm shift in coaching, as well as relevant sociological knowledge, learning sciences, and action research methodology in coaches’ education. It presents the rationale and key features of a new coaching approach that places dramatic social change-relevant sociological concepts at the heart of the process, helps people develop psycho-sociological awareness, and uses a learning-to-develop through research design. A new definition of coaching to address dramatic social change is derived. Coaching practitioners will find dramatic social change-relevant sociological concepts, critical reflections, coaching questions, and procedures to expand coaching effectiveness. Interdisciplinary research topics are proposed, combining coaching sociology – which must be developed to make coaching a well-founded profession – and coaching psychology, which currently dominates the knowledge production in the field. Implications for workplace strategies to attract, motivate, and retain employees in search of meaning or purpose in life are also suggested.

A conceptual framework of executive coaching in family business succession planning: the Malaysian context

ABSTRACT Family business succession planning receives much attention globally, but executive coaching remains underutilized. This applies to family-owned businesses; particularly challenging would be the survivorship of small and medium enterprises. Given the growing need for more effective succession planning, this paper aims to improve the existing executive coaching framework by applying it to family business succession planning in Malaysia. This conceptual article contains an accessible definition and presentation of executive coaching. Each framework component depicts the coach, coached person (‘coachee’), and organizational roles in the coaching, which leads to the possible leadership transfer outcome. This paper suggests a new succession planning direction for researchers and executive coaches. The planning direction aims to aid family business owners in understanding the executive coaching ‘what, why, and how’ and an alternative succession planning approach is suggested. The mechanism of executive coaching and the basis for novel family business research are discussed and established.

Determinants and trends of executive coaching effectiveness in post-pandemic era: A critical systematic literature review analysis

Determinants and trends of executive coaching effectiveness in post-pandemic era: A critical systematic literature review analysis

What are executive coaches actually doing and when are they doing it? A systematic review of coaching behavior.

What are executive coaches actually doing and when are they doing it? A systematic review of coaching behavior.

Supplemental Material for What Are Executive Coaches Actually Doing and When Are They Doing It? A Systematic Review of Coaching Behavior

Supplemental Material for What Are Executive Coaches Actually Doing and When Are They Doing It? A Systematic Review of Coaching Behavior

Entrepreneur coaches’ flow and well-being: the role of recovery

ABSTRACT Entrepreneur coaches face increased well-being challenges due to their demanding roles. However, they also often report experiencing flow – an immersive, enjoyable state of intense focus that positively affects well-being. In this qualitative study of 20 self-employed career, executive, health, leadership, and life coaches, we aimed to understand entrepreneur coaches’ experience of flow and relationships with recovery at work. We found that recovery was important for entering flow and coaches actively scheduled recovery activities, such as regular breaks, to support recovery and to enter and sustain flow. These findings contribute to research on how the interplay between flow and recovery can contribute to the well-being and sustainable working lives of entrepreneur coaches.

Investigation of gender-based needs in academic otolaryngology.

Gaps in gender-based equity persist in academic otolaryngology. Here we present a needs-based assessment of otolaryngology faculty and trainees regarding facilitators and barriers to professional satisfaction and career development in academic medicine. A qualitative study of otolaryngology faculty, trainees, and administrators who identify as women at an academic tertiary care center was performed from 2020 to 2021 using focus groups and semi-structured interviews. Five confidential, virtual focus group sessions moderated by a third-party executive coach were audio-taped, transcribed, and reviewed for thematic content. Of 48 women invited, 77% participated (18 faculty/administrative leaders, 10 residents/fellows, 4 audiologists). Participants noted direct patient care, support from colleagues who identify as women, and the transition to virtual meetings as facilitators of current professional satisfaction. Five themes emerged as barriers to workplace satisfaction and career development including (1) limited professional schedule flexibility, (2) competing commitments such as childcare exacerbated by pandemic, (3) lack of visible departmental leadership who identify as women, (4) perceived lack of organic sponsorship within subspecialty divisions, and (5) frequent identity-associated microaggressions from patients and staff outside the department. Strategies identified for improving gender-based equity included (1) promoting department-wide awareness of workplace gender-based differences, (2) implicit bias training within established programming such as grand rounds conferences, and (3) novel faculty programming such as leadership development training and formal junior faculty mentorship. Confidential needs-based assessment of otolaryngology faculty and trainees identified both persistent gaps and strategies to enhance recruitment, support career development, and grow professional satisfaction of women within academic otolaryngology. 3.

The role of relational mechanisms in the executive coaching process on client outcomes in distance coaching relationships

PurposeWe examine the relationships between clients’ level of coaching readiness and trust in their executive coach and increases to both personal learning improved work performance. Distance relationships, the setting for this study, epitomize the norms of the New World of Work (NWoW), but also provide particular challenges for building trust and recognizing similarities between client and coach.Design/methodology/approachThis study investigates distance coaching relationships in matched-pairs, longitudinal investigation of formal executive coaching.FindingsResults support the proposed moderated mediation path. Findings reveal that both coaches’ perceptions of client readiness for coaching and client trust in coach each predict both client personal skill development and performance improvement.Research limitations/implicationsWhile important toward gaining a better understanding of the relational functioning of distance coaching relationships, inclusion of only distance relationships may truncate the generalizability of our findings.Practical implicationsThe study’s findings have practical implications for organizations that invest in executive coaching with regard to the importance of evaluating the candidates' readiness for coaching before the assignment, trust-building throughout distance coaching relationships and perceptions of similarity on client coaching outcomes.Originality/valueDistance relationships, the setting for this study, provide particular challenges for building trust and recognizing similarities between client and coach and the current investigation points to the relevance of these relational mechanisms to client outcomes. In so doing, this study explores how perceptions of deep-level similarity between a coach and client may serve as moderators of these relationships.

Artificial Intelligence And Executive Coaching Friends, Enemies Or Frenemies

Artificial Intelligence And Executive Coaching Friends, Enemies Or Frenemies

Sustainability of changes in executive coaching: managing partner’s perspective

ABSTRACT This study is relevant as organisations navigate increasingly intricate transformations where sustainability is critical. It explores the sustainability of changes through executive coaching with managing partners during these renewal periods, often imbued with potential challenges and corporate divergences. Addresses a substantial gap in the literature and provides insights to drive enduring, significant changes. It employs a qualitative approach with semi-structured interviews with ten service sector managing partners (former coachees). It examines four thematic dimensions: interrelationship, process, business strategies, and coaching experience, offering a holistic view of your impact. Conduct rigorous reflective analyses before and after each step, facilitated by NVivo software, with external validation. Additionally, the study interprets its findings within transformative learning, as discussed in key works on the subject. In an ever-evolving business landscape of challenges, executive coaching emerges as an indicator, showcasing its capacity to promote renewals within organisations. This comprehensive study contributes to theoretical knowledge and actionable insights for practitioners and business leaders who seek to facilitate learning and transformative changes in multifaceted and dynamic business environments. Among the key findings, the influence of concepts used in coaching approaches and contextual factors on the impact of changes and sustainability stands out.

Deciding if Executive Coaching is for You: a Guide for Coachees

Deciding if Executive Coaching is for You: a Guide for Coachees

The Effectiveness of Executive Coaching: Executive Views and Metrics

The Effectiveness of Executive Coaching: Executive Views and Metrics

Coaching leaders toward favorable trajectories of burnout and engagement.

Existing literature on executive coaching has shown beneficial outcomes for leaders. Indeed, executive coaching can positively affect an individual's psychological well-being and quality of work life. However, while burnout among leaders is on the rise, to our knowledge no prior study has investigated the influence of executive coaching on the dimensions of burnout and engagement concurrently. Therefore, the aim of the current study is to examine if an executive coaching intervention has positive effects on managerial burnout and engagement. We implemented a ten-week coaching intervention for leaders, where questionnaire data were collected at two time points. Participants (N = 92; Mage = 42; 64% male) were randomly assigned to an intervention or a wait-list control group. Self-reported levels of engagement and burnout were collected at the start of the study protocol (T1) and at the end (T2). Coaching sessions for the intervention group were one hour once per week. The control group did not receive coaching. Repeated measures ANOVAs examined the extent to which the intervention influences the leader's engagement and burnout. Analyses revealed that all three dimensions of burnout significantly decreased for the intervention group over time while vigor increased. Findings did not reveal an increase in dedication and absorption. Consistent with prior literature, this study supports that executive coaching can improve a leader's well-being. Specifically, this study shows that an executive coaching intervention can decrease burnout symptoms and increase vigor in leaders. Adding a follow-up survey to the design would allow for further exploration of the intervention on engagement.