Purpose Of Coaching Research Articles

Health coaching provided by registered nurses described: a systematic review and narrative synthesis

AimsThe aim of this systematic review and narrative synthesis was to identify how and why health coaching is delivered by Registered Nurses.DesignSystematic review and narrative synthesis.Data sourcesArticles were identified through a search of CINAHL, Medline, Scopus, and PsychINFO databases. Articles published in English between 2010 and 2021 were included.Review MethodsQuality appraisal of relevant literature was independently undertaken by two authors to assess for risk of bias. The Critical Appraisal Skills Program (CASP) was used to appraise quality of potential papers.ResultsA main purpose of coaching by Registered Nurses is to optimise patient self-care. How coaching was conducted varied across studies, with the most common coaching approaches via telephone or online. Majority of studies highlight some effectiveness of coaching by nurses; however, some results were inconclusive. Health coaching generally reduced mental distress. Other benefits reported by patients included reduced pain and fatigue. Outcomes for changing lifestyle behaviours were mixed. However, for health coaching to be efficient greater evidence is needed to determine length of time to use coaching, number of habits to focus on to produce change, and to determine best training for coaches.ConclusionsRegistered Nurses are most suitable for implementing health coaching for self-care, including preventing and managing chronic illness and recovering from situations like post-surgical needs. Nurses already promote health, and therefore, are skilled in educating people in self-care. Coaching is an additional strategy for motivating, targeting and assessing progress of self-care. Extending the scope of nursing practice to routinely coach in self-care would be ideal.

Coaching to Tackle COVID-19 Crisis: A Critical Review for Management Practitioners

The current paper is an attempt to refresh the concept of coaching in the minds of scholars to help them address major issues affecting performance, psychological well-being, and behaviors of employees due to the COVID-19 Pandemic. The paper serves as an effort to help organizational researchers recall the concept of coaching and its benefits for people and their organizations during the current times. The work also aspires to encourage researchers to consider investigating coaching to provide objective results for policy and implications. The article provides information on the idea of coaching and the various explanations given by management and organizational practitioners. The paper also provides information on the purpose of coaching and why organizations need to understand the concept of coaching and the different types that are available both within and outside of the organizations. Important to state that the paper also discusses the benefits of coaching, which spotlights the need for coaching to be utilized by organizations. Lastly, the paper discusses how coaching can be particularly important in crises like COVID-19 Pandemic followed to guide and recommend organizations to make the use of it to overcome employee, organization, and performance-related issues.

Return on investment in executive coaching: a practical model for measuring ROI in organisations

Research and anecdotal evidence suggest that the majority of organisations make no attempt to evaluate their investment in executive coaching services. Although a body of work espousing the value of financial return on investment (ROI) methodologies exists, few organisations appear to have faith in the value of these frameworks in persuading senior management as to the efficacy of coaching. This paper reports the findings of a survey conducted with purchasers of executive coaching services (purchasing clients) using a semi-structured interview. The survey was designed to explore how purchasing clients currently evaluate their investment in coaching. Using a grounded theory approach, a new model for evaluating investment in coaching services is presented. The new model places a primary emphasis on establishing the purpose of coaching, and on establishing an ongoing, formative approach to evaluation. The potential value of the new model to both organisations and executive coaches is discussed.

Sports coaching, virtue ethics and emulation

Background: The argument in this paper is founded on two related premises. First, we claim that the moral imperative of sport is derived not from specific rules or laws associated with it but from its intrinsic nature. As engaging in sporting practices inevitably require us to be pre-occupied with central principles such as fairness (and therefore justice), our encounters with notions of ‘fair play’ and of a ‘level playing field’ provide practical examples of where sport and the moral inherently coexist. Though such encounters are contextualised through particular sporting environments, they nonetheless require sportspersons to acquaint themselves, contemplate and act upon moral principles, and elsewhere challenge and confront those whom they suspect do not. Sport, therefore, provides the context and wherewithal to ‘explore the contours of morally relevant possibilities’ and is why it can be considered a ‘moral laboratory’. The second premise we establish is that the coach plays a central role in influencing the moral terrain within contemporary sports practices. The coaching session, the training field, the changing room, the game, are all environments where children (and older athletes), alongside the presence of the coach, develop and test the moral dimensions of their evolving characters. Purpose: Our argument is that the coach, having a central role in this process, ought to positively influence what is happening, endeavouring to ensure that the moral encounters possible within the coaching context go well rather than badly. Like it or not then, we argue that coaching is to be recognised and conducted as a moral enterprise. Interventions: Drawing on the philosophical principles of virtue ethics we attempt to illuminate and make more explicit what has often been muddy and implicit with regard to the positive moral influence and role of the coach. We do this by identifying three distinct normative questions and suggest some practical implications for coaching practice based on critical reflection. First, we assess what kinds of person a coach should be. Second, we consider how a coach should behave and act. Third, we deliberate on what should be the purpose of coaching. Throughout the article we provide examples to illustrate our arguments. We suggest ways in which change to individual coaching practice and the wider institutional structures in which coaches operate can overcome actual socio-cultural and political barriers that currently prevent a more fruitful sporting environment for all.

Helping people change

The purpose of coaching is to help people change, but real change is difficult for most adults. Of the two approaches to coaching – directive and nondirective – the latter is more effective in helping people change, and it is what most coachees prefer. In nondirective coaching, coaches primarily ask questions, listen, and act as thought partners. To guide people through change, coaches need to ask questions that raise coachees’ awareness of the need for change, build a sense of urgency, get coachees to make the decision to change, problem solve around what change will mean, and then get coachees to commit to action. Finally, coaches must reinforce the change to help make it permanent.