The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation, the Thought Leadership Institute of the International Coaching Federation invited 35 of the most recognized coaching scholars and 12 coaching leaders to three two-hour discussions. Each session began with three presenters briefly sharing observations about what we know and need to find out. The three sessions focused on: (1) the desired outcomes of coaching; (2) the process and mechanism of coaching; and (3) coaching for people from distinctive cultures, genders, and context. A fourth theme emerged as the major gap in the research about the competencies of effective coaches. This paper summarizes the discussions. Twenty-two specific research needs for the coming years are identified and presented, clustered within the four themes. This should provide guidance for graduate students, faculty and consultants considering research on coaching.

The apparent conflict between family life and an accounting career appears to be negatively impacting the retention of women in public accounting (Stockard, 1990). Typically, accounting entails long hours, travel, and a stressful business environment. For many women, these negative factors are intensified by family obligations and the pressures of striving for acceptance in a traditionally male-dominated profession. This investigation set out to directly survey women in the accounting profession regarding their perceptions of their own career barriers in their organizations. In addition, the study was intended to identify possible reasons for women accountants to leave their organizations and ways to retain them. The study was intended to develop a survey questionnaire that would quantify and measure perceptions of the glass ceiling. Following the review of a wide body of literature about "glass ceiling" this study established a conceptual model which related the impediments to career progression. This conceptual model leads to the formulation of an empirical schema and the generation of testable hypotheses. The following measurable constructs or variables were established: (1) exclusionary environment; (2) family responsibility; (3) workplace benefit; (4) job flexibility; (5) corporate policies; (6) job stress; and (7) job demand. This study has practical implications for employers in considering the needs and problems of women accountants in the work force. Alleviating key problems should help employers acquire and retain women accountants for a longer time, thereby maximizing their hiring and training investment. More importantly, dealing with these issues would help intelligent and capable women to continue a career as a professional accountant.

The accountant's role today has been dramatically expanded, that is, from being the steward of assets and preparer of financial statements to a more challenging one, namely, one who is involved in various areas of management. Hence in response to the changing needs of the business environment, potential employers of accounting graduates now seek additional qualities from the graduates, besides them being technically competent. Some of these qualities include possessing qualitative skills such as being more effective communicators, possessing strong leadership skills and being able to think logically and critically. An attempt is made in this research to determine the current scenario of potential employers of Malaysian accounting graduates, notably with respect to their requirements of qualitative skills. This is determined from an analysis of a sample of 500 classified advertisements from a major local daily, spanning a period of 12 months, namely July 1995 till July 1996. From this research, it was evident that besides seeking academic qualification, computer literacy and relevant working experience, the majority of potential employers required the accounting graduates to possess additional qualities such as leadership, motivation, innovative skills, being independent and able to work under pressure.