CT greatly enhanced the ability to diagnose chronic nasal disease in dogs, providing detailed Information regarding the extent of the disease, accurate discrimination of neoplastic versus non-neoplastic diseases, and identification of areas of the nose to examine rhinoscopically and suspicious regions to target for biopsy.

Coach development programmes are conducted to change coach behavior in a specific domain. To facilitate understanding of this growing field, the current synthesis review of coaching literature was conducted to generate classifications of coach development programme types. To identify coach development programmes described within academic research, a supplemental search of an earlier systematic review was conducted. In addition, a broad Internet search was used to identify publically available descriptions of coach development programmes. After extracting information describing the resulting 285 coach development programmes, the research team distinguished 16 coach development programme domains of focus, classified within professional, interpersonal, or intrapersonal domains. Five organizational contexts were also identified in relation to ''where'' and ''why'' coach development programmes were conducted, and the coaching context and mode of delivery were also classified. As an effort to bridge applied and empirical realms, the continued use and development of these classifications will facilitate the further progress and synthesis of coach development literature.

The Problem A key challenge for human resource development (HRD) scholars and practitioners is to understand the individual competences that can be trained and developed to enhance employee resilience at work. Empirical evidence has been accumulated on the benefits of self-compassion—that is, a set of malleable states that can be developed through HRD interventions—for individual resilience, as well as on the factors that can strengthen self-compassion in organizations. Nonetheless, limited efforts have been devoted to translate this critical scientific knowledge into evidence-based, practical insights that could guide the implementation of effective human resource development practices to develop self-compassion and, thereby, increase resilience in organizations. The Solution This article presents a practice-oriented literature review of the benefits of self-compassion for resilience at work. The relationship between self-compassion and resilience at work, as well as the specific workplace factors that foster growth are outlined for practical implications in the workplace. Facilitators are identified as (1) personal factors (i.e., experience of stress and level of self-awareness), (2) contemplative trainings, and (3) leadership styles and listening styles. This article provides evidence-based practical recommendations for the implementation of these factors and of self-compassion in organizations for increased resilience. The Stakeholders Stakeholders of this practice-oriented review are employees (especially those exposed to highly stressful job conditions) and their leaders, human resource developers in charge of setting the development of training and developmental processes to enhance self-compassion and resilience, and HRD research scholars interested in advancing current literature on self-compassion and resilience at work.

Rhinotomy with removal of the flap combined with one-hour infusion of 2 per cent enilconazole and oral itraconazole resulted in satisfactory outcome in dogs with severe or recurrent aspergillosis.

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