Individual Coaching Research Articles

Coaching across Organizational Levels in a Pandemic: Advancing Positive Change in the Public Sector

Managers and leaders in public organizations have increasingly been realizing the value of individual coaching for improving employee effectiveness, satisfaction, teaming, and a host of other valued outcomes. Simultaneously, coaching has been moving beyond the individual into coaching larger systems (teams, organizations, etc.). The four panelists engaged in diverse interventions concurrently within the same large (~35,000) public sector organization that has a continuous nationwide, highly technical and safety-related mission. They plan to share insights not only from each intervention independently but also from their synergies. Each of the panelists will explore how selected pre-pandemic techniques have evolved into a new repertoire of coaching processes, that we believe will result in a hybrid of best practices once the organization is post-pandemic. The interventions touch on: 1) developing human potential in the context of a technical organization shifting to online work post-COVID; 2) approaches to career and personal development; 3) using team coaching to create organizational alignment; and 4) using peer coaching to support collaboration, problem solving and systems thinking.

Maintaining technical proficiency in senior surgical fellows during the COVID-19 pandemic through virtual teaching

BackgroundThe novel coronavirus (COVID-19) pandemic has resulted in a severe reduction in operative opportunities for trainees. We hypothesized that augmenting independent practice with a bench model of vascular anastomoses using regular videoconferences and individual feedback would provide a meaningful benefit in the maintenance of technical skills in senior lung transplant surgical fellows. MethodsA lung transplantation virtual technical skills course was developed, and surgical fellows were provided with a bench model and surgical instruments. Using a virtual communication platform, teaching sessions were held twice weekly, and fellows performed an anastomosis on camera. Video recordings were reviewed and critiqued by attending staff. At the end of the 3-month course, participants were surveyed about their experience. Warm ischemic time was compared between the fellows' 5 most recent cases before and after the pandemic. ResultsSeven senior surgical fellows participated and provided feedback. The fellows had graduated medical school an average of 14 years before fellowship, and spent an average of 5 hours (range, 1.3-15 hours) of home practice. Five of the 7 participants (71%) reported improvement in their technical skills and increased confidence in performing lung transplantation. No significant difference in average warm ischemic time in procedures performed by fellows was identified (70.3 minutes prepandemic vs 68.3 minutes postpandemic; P = .68). ConclusionsA program of virtual technical skills teaching, individual video coaching, and independent practice has provided a benefit in maintaining technical skills in lung transplant surgical fellows during the COVID-19 pandemic, when equivalent operative experience was unavailable. Lessons learned from this exceptional time can be used to create simulation curricula for senior trainees.

Leadership Training in Medicine-12 Years of Experience From the Feagin Leadership Program.

Increasingly, physicians find themselves in demanding leadership positions. However, leadership education for medical trainees remains lacking with most physicians reporting that they are ill-equipped to tackle the challenges of leadership. Here, we set out to describe the Feagin Leadership Program (FLP) and assess its reception and impact on trainees over the past 12 years. During the 1-year FLP, selected scholars from Duke University, Wake Forest University, and the University of North Carolina participate in five leadership sessions, individual coaching, a leadership forum, and a multidisciplinary team-based capstone project. A 28-question survey with six optional free-response questions was distributed to the Feagin Alumni Network, and descriptive statistics were assessed. Since its founding, 212 scholars have graduated from the FLP and 117 (55%) alumni have gone on to surgical specialties. A survey was distributed among all Feagin alumni. A total of 56 (26%) surveys were completed. Forty-three percent (n = 24) had held at least one leadership position since completing the FLP. When asked about the impact of their experience, 96% (n = 54) said that the program encouraged them to pursue a position of leadership within their field, 95% (n = 53) stated that it prepared them for such a position, and 93% (n = 52) stated that the program positively influenced their decision to be involved with current or future positions of leadership. Over the last 12 years, the FLP has demonstrated a high perceived impact on personal growth, leadership proficiency, and the decision to pursue leadership positions in medicine. The current dearth of leadership education for surgical trainees can best be addressed with models such as the FLP, with adoption benefiting medical trainees, the medical community, and patients they serve.

Exploring Executive Coaching as a Smart Education Employee Development Tool for Executive Women in Complex Organizations

Over the past 10 years, executive (leadership)-based coaching with senior managers has become widely adopted by the corporate community and is quickly expanding into nonprofit and governmental sectors. Leadership coaching has been mainly for the purpose of improving or enhancing management skills; however, there are many personal aspects involved such as the enhancement of behavior. Adapting a leader's behavior is accomplished through such tools as individual assessments, feedback, developmental planning, executive coaching, and implementation of a plan. In reviewing the literature, it was found that focusing on appropriate combinations of key factors such as applying coaching within the relationship and effectively employing a women's leadership development program (WLDP) can effectively facilitate women's leadership development. This article represents a real-world coaching framework that can be implemented effectively in a variety of professional educational programs in organizations.

Maximising female leader development through simultaneous individual and group coaching

ABSTRACT Female leadership development has become a key issue in organisations' strategy to ensure equal representation of male and female leaders throughout organisations, including top management. This article investigates the deployment of a combined programme of executive and group coaching to support female leader development in a multinational. Drawing on the experiences of key stakeholders: clients, coaches and the programme team using a case study approach, it offers a rich depiction of this novel use of dual forms of coaching. The findings and discussion identify the personal value of individual executive coaching, the collective value of group coaching and the synergies achieved from the interplay of the simultaneous use of both forms of coaching within the organisation, and beyond. These findings have theoretical and practical implications for our understanding of coaching as a social process, the effect of combining coaching approaches, and female leader development, emphasising the need for further research on coaching as a social process as part of leadership development.

Words and Silence in Job Mentoring

Today, economic sustainability is a social priority and it implies positive, rewarding, and creative relationships in the workplace. Creativity, innovation, and subjective welfare will remain extremely important for sustainable production models in an age of technological acceleration, ecological threats, and digital globalization. With the impact of the COVID-19 pandemic and the new ways to organize work, this is even more important. The basis for this is to be found in education, especially in secondary and higher education. Good mentoring is becoming essential in professional development; this activity is based on words and silence, using corporate and individual coaching tools to open new doors of creativity. Following Peter Drucker’s (1954) work in management thinking and the approach of positive psychologists, this paper presents a new concept of sustainable working relationships for the 21st century based on words and narratives.

Coaching Belgian and Dutch Broiler Farmers Aimed at Antimicrobial Stewardship and Disease Prevention.

A reduction in antimicrobial use (AMU) is needed to curb the increase in antimicrobial resistance in broiler production. Improvements in biosecurity can contribute to a lower incidence of disease and thereby lower the need for AMU. However, veterinary advice related to AMU reduction or biosecurity is often not complied with, and this has been linked to the attitudes of farmers. Behavior change promoted by coaching may facilitate uptake and compliance regarding veterinary advice. Thirty broiler farms in Belgium and the Netherlands with high AMU were included in this study for 13 months. For each farmer, the attitude towards AMU reduction was quantified using an adjusted Awareness, Desire, Knowledge, Ability, and Reinforcement (ADKAR®) change management model, and farm biosecurity was assessed with the Biocheck.UGent™ tool. Subsequently, farmers were coached to improve disease prevention and antimicrobial stewardship. After the individual coaching of farmers, there was a change in their attitudes regarding AMU, reflected by an increase in ADKAR® scores. Biosecurity levels improved by around 6% on average, and AMU was reduced by 7% on average without negative effects on performance parameters. Despite these improvements, no significant association could be found between higher ADKAR® scores and lower AMU. Further investigation into sociological models is needed as a tool to reduce AMU in livestock production.

MANAJEMEN KEPENGAWASAN PROFESIONALISME GURU MASA PANDEMI DI MTS MIFTAHUL FALAH DISKI

The management of supervision of teacher professionalism during the COVID-19 pandemic is intended to determine teacher performance so that the supervision and professionalism of teachers during the COVID-19 pandemic can also be measured for the implementation of follow-up to advance learning. This qualitative research is descriptive and makes the researcher the main instrument. The results of the study showed that the supervision plan for teachers during the COVID-19 pandemic was carried out by the supervisory team and the madrasa head integrated into the madrasa annual plan. Organizing resources for the implementation of supervision by dividing tasks to the deputy head of the madrasah and supervisors. Implementation of madrasa supervision plans in the form of online meetings, individual coaching and guidance, and implementation of lesson study activities to improve teacher skills and professionalism.

An exploration into using LEGO® SERIOUS PLAY® (LSP) within a positive psychology framework in individual coaching: an interpretative phenomenological analysis (IPA)

ABSTRACT LEGO® SERIOUS PLAY® (LSP) within a positive psychology (PP) framework is an under-researched, creative group-work tool that aims to develop positive qualities through the creation of Lego models, metaphors and storytelling. The paper’s purpose is to explore the potential use with individual coaching clients as a means to opening up coaching conversations. A qualitative research study was conducted using interpretative phenomenological analysis as its methodology with the aim to explore individuals’ experiences of using LSP in coaching sessions to determine its value within a PP framework. Five participants took part in the coaching sessions, followed by semi-structured interviews where they were invited to reflect on their experience of the sessions. Three superordinate themes were identified with participants experiencing the creation of greater awareness and insights, having the time to think and a sense of emotional security. Lego was an enabler for creating new awareness and insights within the individual, by creating a psychologically safe environment, where ideas emerge in a way that allows more time to think, being in flow and a further opening of the coaching conversation.

Adaptive Health Coaching Technology for Tailored Interventions.

Recent advances in sensor and communications technology have enabled scalable methods for providing continuity of care to the home for patients with chronic conditions and older adults wanting to age in place. In this article we describe our framework for a health coaching platform with a dynamic user model that enables tailored health coaching messages. We have shown that this can improve coach efficiency without a loss of message quality. We also discovered many lessons for coaching technology, most demonstrating the need for more coach input on sample message content, perhaps even requiring that individual coaches be able to modify the message database directly. Overall, coaches felt that the structure of the automated message generation was useful in remembering what to say, easy to edit if necessary and especially helpful for training new health coaches.

Unemployment prevention: The role of Human Resource Management in job-to-job transitions in the event of redundancy

In downsizing organisations, redundant workers suffer from insecurities about work and income. Social security provides income security to the unemployed in the event of job loss. The role played by employers in unemployment prevention for redundant workers, and the effects on unemployment spells and transitions on the labour market, are neglected in both the social policy and HRM literatures. This article addresses the following question: Which factors play a role in the decision to offer job-to-job support and in determining its effect? This article provides the context for the theoretical assumptions regarding why employers initiate job-to-job measures for redundant employees and distinguishes the different types of measures based on a literature review. Secondly, this article contributes to empirical knowledge in the field of unemployment prevention among employers and the effects of job-to-job activities facilitated by employers on redundant workers’ unemployment spells. A two-wave study was conducted on a sample of 2,258 Dutch redundant workers. The study shows that age, breadwinner status and gender are important predictors of unemployment duration after involuntary dismissal. The findings show that investing in the human capital of redundant workers by providing training and education and individual coaching, for example, are associated with a reduced unemployment spell. In our model, in which we controlled for other variables, we found that when one received training, education or individual coaching shortly before or after the dismissal, one was unemployed for an average of almost three months less.

대학생 진로 ·커리어 코칭프로그램의 효과성에 관한 메타분석

The interest in career·career coaching is increasing in universities. This study examines the effectiveness of a college students’ career coaching program. However, research and analysis on the effectiveness of college student career·career coaching programs is limited. The data for this study were analyzed using the statistical processing Comprehensive Meta-Analysis (CMA) program by selecting 10 related papers using KISS, RISS, and the National Assembly Library. The results of this study are as follows. First, the overall effect size of the career coaching program for college students was 0.727. Second, regarding the size of the effect according to the characteristics of the career/career coaching program, when the career coaching program was operated as a regular course than as a non-regular course, a larger effect size appeared. Third, in terms of the size of the effect according to the number of coaching program facilitators, the case of three facilitators of the career coaching program, the most effective case was when individual coaching was performed for the participants. Fourth, regarding the effect size according to the form of the coaching program, the largest effect size was shown when proceeding with group coaching, followed by group and mixed coaching in order of effect size. Based on the discussion and conclusions, the limitations of this study and subsequent studies were suggested.

Abstract OT-38-01: MEDEA: A randomized trial of weight loss to reduce cancer-related fatigue (CRF) among overweight and obese breast cancer (BC) patients

Abstract Rationale: Overweight and obesity are highly prevalent among BC patients and are linked to poorer prognosis and worse patient-reported outcomes (PROs). Weight loss interventions, based on caloric restriction, increased physical activity (PA) and behavioral counselling, are safe and feasible among BC survivors and hold the promise to improve BC-specific outcomes. MEDEA: Motivating to Exercise and Diet, and Educating to healthy behaviors After breast cancer (ClinicalTrials.gov NCT04304924) will evaluate the impact of weight loss on CRF. Trial design: French multi-center 1:1 randomized controlled trial comparing a 12-month personalized, telephone-based weight loss program + health education intervention vs health education alone in overweight or obese BC patients. Endpoints and measures: Primary endpoint: difference in self-reported CRF 12 months post-randomization between arms, measured using the EORTC QLQ-C30 CRF subscale. Secondary endpoints: 1) PROs (EORTC QLQ-C30, -B45, -FA12), anxiety and depression (Hospital Anxiety and Depression Scale); 2) weight and body mass index (BMI), diet habits and quality, PA, sleep; 3) cost-effectiveness (number and length of hospital-admissions, all-drug consumption, number and duration of sick leaves). Accelerometer data will be collected to track PA and sleep measures. Qualitative analyses will evaluate patient motivation and satisfaction. Main eligibility criteria: stage I-II-III BC, primary BC treatment completed within the prior 12 months (definitive surgery, adjuvant chemo-, and/or radio-therapy, if administered), BMI ≥25 kg/m2, ability to walk at least 400 meters at any pace, ECOG PS 0-1, not participating in another weight loss, dietary or PA intervention clinical trial. Intervention and Control arms: The intervention and health education program are adapted from the BWEL: Breast Cancer WEight Loss study (ClinicalTrials.gov NCT02750826; PI Ligibel JA). The behavior change program is based on the Social Cognitive Theory. Patients in the intervention arm are paired with an individual lifestyle coach, who delivers the intervention through 24 semi-structured telephone calls of 30-60 minutes, supplemented by a detailed participant workbook and scheduled as follows: 1) intensive phase (weeks 1-12), 12 weekly calls; 2) consolidation phase (weeks 13-24), 6 bi-weekly calls; 3) maintenance phase (weeks 25-52), 1 monthly call. Coaches were hired and trained specifically for MEDEA, they are located at a centralized call center and receive support from coordinating nutrition, PA, and behavioral experts. Regular meetings with study team and investigators assure standardized delivery of the intervention and troubleshooting. Intervention goals include weight loss ≥10% of baseline weight, caloric restriction of 500-1000 Kcal/day, increased PA to 150 minutes/week in the initial phase and 225-300 minutes/week in the maintenance phase. Toolbox solutions are offered to tailor the intervention and meet the needs of specific ethnic, socioeconomic or other patient populations with difficulties in achieving intervention goals. All participants in both arms receive a health education program focusing on healthy living. Accrual: MEDEA will enroll 220 patients overall. Recruitment started in June 2020. Statistical considerations: The primary analysis of MEDEA will compare the primary endpoint of CRF scores at the 12-month post-randomization time point between arms. The study has 90.0% power at two-sided α=0.05 to detect a standardized effect size of 0.40 (sample size inflated for drop outs). For interpreting the clinical significance of effects, 0.2, 0.5 and 0.8 standard deviation effects will be considered as small, moderate, and large (Cohen, 1988). All other measures, time points and analyses will be considered secondary or exploratory. Citation Format: Antonio Di Meglio, Elise Martin, Stefan Michiels, Cecile Charles, Tracy E. Crane, Aude Barbier, Bruno Raynard, Anthony Mangin, Olivier Tredan, Paul H. Cottu, Laurence Vanlemmens, Carine Segura-Djezzar, Anne Lesur, Barbara Pistilli, Florence Joly, Thomas Ginsbourger, Bernadette Coquet, Guillemette Jacob, Aude Sirven, Julia Bonastre, Jennifer A. Ligibel, Ines Vaz-Luis. MEDEA: A randomized trial of weight loss to reduce cancer-related fatigue (CRF) among overweight and obese breast cancer (BC) patients [abstract]. In: Proceedings of the 2020 San Antonio Breast Cancer Virtual Symposium; 2020 Dec 8-11; San Antonio, TX. Philadelphia (PA): AACR; Cancer Res 2021;81(4 Suppl):Abstract nr OT-38-01.

The role of socioeconomic status in a community-based study of diabetes secondary prevention among African Americans

ABSTRACT Objective: The implications for health interventions of socioeconomic diversity among African Americans is not well-studied. Design: Our one-arm community-based participatory research study was designed to improve blood sugar among African Americans with Type 2 diabetes through a six-month intervention combining peer support groups and professional individual coaching. Setting: Small Southern county with large, socioeconomically diverse African American population. Methods: Study participants were recruited through churches and other community sites from 2009-2012. Clinical status was measured and surveys administered at intervention beginning and end. Retention was operationalized as completion of six-month measurement. Bivariate associations between categorical variables were assessed using Pearson’s chi-square and between categorical and continuous variables using independent t-tests of means. Multiple logistic regression was conducted for retention and multiple linear regression for change in HbA1c (p<.05). Results: We enrolled a large, socioeconomically diverse African- American population (n=380) and, retention was high (85%). However, those who left the study were more likely than those retained to be uninsured (52.4% vs. 28.7%) and less likely to have education beyond high school (45.3% vs. 63.3%); their average household income per person was lower ($10,942 vs. $20,731). Multivariate analysis showed that this association between socioeconomic status and retention was mediated by higher baseline blood sugar and diabetes burden among those of lower socioeconomic status. Higher baseline blood sugar, but not SES, was associated with greater improvements in diabetes control. Conclusion: These findings indicate the importance of analyses that address socioeconomic status within racial groups as a determinant of participation in and outcomes from health interventions.

Turning the tide: a quasi-experimental study on a coaching intervention to reduce burn-out symptoms and foster personal resources among medical residents and specialists in the Netherlands

ObjectivesPhysician burn-out is increasing, starting already among residents. The consequences of burn-out are not limited to physicians’ well-being, they also pose a threat to patient care and safety. This study...

Effectiveness of individual audio-visual coaching, respiratory modulated stereotactic body radiotherapy for localized hepatocellular carcinoma: Analysis of 29 cases from a single academic radiotherapy center.

Objectives:Recently, Stereotactic Body Radiotherapy (SBRT) has been suggested for managing hepatocellular carcinoma (HCC) curatively. Thus, we conducted this clinical study to evaluate retrospectively the effect of individualized audio-visual (AV) coaching, respiratory modulated SBRT.Materials and Methods:Between 2014 and 2018, 29 patients with inoperable Barcelona Clinic Liver Cancer (BCLC) stage 0-B HCC received AV coaching, respiratory-modulated SBRT. We constructed a task-oriented multidisciplinary team to establish a standard operation process of respiratory modulation procedures and developed our AV coaching devices. In the training period, a goodness-of-fit test was applied individually. SBRT was delivered with a total dose of 40–54 Gy in 5–6 fractions individually. Freedom from local progression (FFLP) and overall survival (OS) were estimated using SPSS (version 17, SPSS Inc., Chicago, IL, USA) life tables.Results:The patient characteristics were as follows: 32.7 ± 16 mm in maximum tumor diameter (range 11–94); BCLC stage 0: 3.4%, BCLC A: 48.3%, BCLC B: 48.3%; Child-Pugh classification A: 86.2%, Child-Pugh classification B: 13.8%, and a median of 2 prior liver-directed treatments (range 0–7). One-, 2-, and 3-year rates of FFLP of SBRT were 96.6%, 96.6%, and 96.6%, respectively. One-, 2-, and 3-year rates of OS were 81.5%, 72.4%, and 67.2%, respectively. No adverse event (AE) occurred in 41.4% of patients, 48.3% developed grade (G) 1–2 AE, 10.3% had G3 AE and none had G4-5 AE.Conclusion:Respiration-modulated SBRT is a promising noninvasive treatment option for patients with inoperable and localized HCC. Our data show that SBRT provides comparable tumor control to historical curative options like surgery and radiofrequency ablation of localized tumors. Thus, we are conducting a further prospective clinical trial with the intent to demarcate the clinical effectiveness of SBRT in a larger population of patients with HCC.

The Potential for Effective Training of Logging Truck Drivers

HighlightsCommercial truck drivers are a significant component of the logging workforce, and driver qualifications are an important component of managing risk.Some error types important in crash causation involve cognitive factors, which are effectively addressed by lecture or on-line training.There is evidence for the effectiveness of lecture-type driver training as an intervention for managing fatigue, situational awareness, and driving behavior.Adoption of trained behavior is supported by individual factors, a company safety culture, and supervisor feedback.Abstract. The logging industry relies on owner-operators and employed commercial drivers, who comprise up to 40% of logging employment, to transport products from the forest to the mill gate. Truck drivers are exposed to many of the same risks as logging workers as well as additional risks from vehicle crashes. Vehicle crash risks contribute to risk of personal injury and liability related to public safety, which are critical reasons for enhancing driver qualifications. Driver qualifications can be influenced by hiring better drivers and improving drivers’ skills through training even after they have received their commercial driver’s license. To explore the effectiveness of driver training in the logging industry, we reviewed studies of commercial driver training assessment and training interventions that included lectures (on-line or in-person) as a main component. Decision errors and violations are important in crash causation and involve cognitive skills, which are addressed by this type of training. Additionally, lecture training is more accessible than behind-the-wheel or simulator training for logging operations that employ just a few drivers. In their efforts to improve driver qualifications, large commercial carriers often provide driver training, reinforce the training through monitoring, and rely heavily on driver selection. The literature supports the effectiveness of training related to cognitive factors, including fatigue management, behavior, and situational awareness. Successful lecture training interventions are accompanied by individual feedback or coaching. Training that produces measurable outcomes (behavior or crash risk) is supported by a suite of factors involving the trainee, the training, and the company or supervisor. Keywords: Commercial vehicles, Logging, Training, Trucking.

The Human Touch: The Impact of Anthropomorphism in Chatbots on the Perceived Success of Solution Focused Coaching

This study explores how a chatbot can be used to support coachees to define and implement goals. It examines how the chatbot has to be designed to ensure that its coaching is successful. In this context anthropomorphism - the transmission of human qualities to non-human objects - should increase the acceptance of the chatbot and the perceived effectiveness of the coaching. While there are several studies on the perceived humanity of chatbots, no research has investigated the effects of anthropomorphic chatbots on the success of coaching. In an online experiment, participants (n = 44) performed randomised coaching with either a high or low anthropomorphic chatbot. Operationalizing a model of the effects of solution-focused individual coaching, the coachees were surveyed. The analysis shows that they were significantly more satisfied with the highly anthropomorphic chatbot, and rated the relationship building as well as the effectiveness of the coaching higher than by the less anthropomorphic chatbot. Therefore, the anthropomorphic representation of a chatbot in an online coaching session has a strong impact on its success.

Стратегии помощи взрослым с РАС. Построение романтических, интимных отношений и семейной жизни

This paper further examines unique aspects of emotional life of adults with ASD and challenges and rewards of building long-term romantic and family relationships. Psychotherapeutic methods of choice, DIRFloortime and mentalization, are aimed at forming, maintenance and flexible repair of the interpersonal relationship: DIRFloortime offers play- and affect-based strategies and helps to build interpersonal relationship, while mentalization techniques provide metacognitive intervention and serve as scaffolding for emotional thinking and higher-level cognition. Techniques of Floortime play, Socratic questions and collateral work proved to be effective. Clinical vignettes illustrate moving the entire family up towards more effective and harmonious co-regulated interaction with corrections to sensory triggers, elements of psychoeducation about self-regulation, and direct self-regulation individual coaching. Coregulating affect, raising self-awareness, demonstrating relationship building and repair, as well as interest in the other in the course of playful interaction; waiting and gently prodding into the emotionally meaningful subjects helps the therapist to help adult autists to erect the societal support system.

An Investigation on the Role of Coaching in Strategic Leadership Development in the Academia

The changing and challenging situation on the market place has led many academic institutions to update and upgrade their learning methodologies. This improvement aims at helping learners to maximize their potential and achieve greater performance and become more effective, competitive and relevant in the current Volatile, Uncertain, Complex and Ambiguous (VUCA) world. Coaching has been identified as a strategic intervention in leadership development. This paper investigated the role of coaching in strategic leadership development in the academia. Existing literature was reviewed and a 3-week individual coaching program implemented with an undergraduate student using GROW model. Findings indicated three themes connected with the role of coaching in strategic leadership development including goal setting, action planning and prioritization, self-confidence and determination.