Broadening and building solution-focused coaching: feeling good is not enough

Grant, Anthony M.; O’Connor, Sean

doi:10.1080/17521882.2018.1489868

Cited by 22 publications

(28 citation statements)

References 43 publications

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“…Therefore, results are consistent with previous research indicating that Positive Psychological Micro-Coaching (short-term and strengths-based) can be an effective and valuable intervention to enhance work-related outcomes and well-being, even when the number of coaching sessions is small ( Theeboom et al, 2013 ). Finally, this study addresses a gap in the literature related to the few empirical control trial studies with a longitudinal design ( Grant and O’Connor, 2018 ), in addition to investigating the relationship between goal-related self-efficacy and coaching outcomes (i.e., goal attainment) ( Bozer and Jones, 2018 ).…”

Section: Discussionmentioning

confidence: 99%

“…Additionally, scientific evidence on the impact of PPMC on PsyCap is still missing, which is a new challenge and a novelty of this study. In addition, due to the lack of longitudinal studies that evaluate the maintenance of the results obtained in the coaching process over time ( Grant and O’Connor, 2018 ), it is necessary to evaluate and verify the durability of the positive effects produced on PsyCap.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

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Positive Psychology Micro-Coaching Intervention: Effects on Psychological Capital and Goal-Related Self-Efficacy

2021

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Positive Psychological Coaching is receiving increasing attention within the organizational field because of its potential benefits for employees’ development and well-being (Passmore and Oades, 2014). The main aim of this study was to test the impact of a Positive Psychological Micro-Coaching program on non-executive workers’ psychological capital, and analyze how goal-related self-efficacy predicts goal attainment during the coaching process. Following a control trial design, 60 non-executive employees (35 in the experimental group and 25 in the waiting-list control group) from an automotive industry company participated in a Positive Psychological Micro-Coaching program over a period of 5 weeks. The intervention was grounded in the strengths-based approach and focused on setting a specific goal for personal and professional growth. The program consisted of a group session, three individual coaching sessions, and individual inter-session monitoring. Pre, post, and 4-month follow up measurements were taken to assess the impact on the study variables. Our results reveal that psychological capital increased significantly at post and follow-up times compared to baseline levels. In addition, results confirmed that goal-related self-efficacy predicted goal attainment during the micro-coaching process. Practical implications suggest that short-term positive psychological coaching is a valuable method for developing personal resources, such as psychological capital and to facilitate the goal achievement in non-executive employees, in order to reach work-related goals.

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Section: Discussionmentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

Positive Psychology Micro-Coaching Intervention: Effects on Psychological Capital and Goal-Related Self-Efficacy

2021

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“…In addition to the traditional psychodynamic approach, which supports problem-focused coaching as an effective tool to produce positive outcomes, the solution-focused approach also has a pivotal role in shaping much contemporary coaching practice (Grant & O’Connor, 2018). Solution-focused coaching is rooted in the so-called Solution-Focused Brief Therapy (SFBT; de Shazer, 1988), a therapy-based approach developed in the 1980s at the Brief Therapy Family Center (Visser, 2013).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Coaching and general training researchers have traditionally focused on coaching/training approaches as a means of promoting learning (e.g., Bell, Tannenbaum, Ford, Noe, & Kraiger, 2017; De Meuse et al, 2009; Grover & Furnham, 2016). This body of research demonstrates that problem-focused and solution-focused approaches are both effective in enhancing a goal-based approach (Grant & O’Connor, 2018). The problem-focused approach has been found to be effective in achieving desired workplace outcomes.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Bringing Context to Workplace Coaching: A Theoretical Framework Based on Uncertainty Avoidance and Regulatory Focus

Bozer

Delegach

2019

Human Resource Development Review

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Workplace coaching is increasingly popular as a global learning and development tool for enhancing employees’ professional capabilities. However, little is known about the role of cross-cultural factors in coaching and the relationships between cross-cultural factors and both coaching approach and motivation factors. Accordingly, by drawing on and integrating theories from the research areas of cross-cultural psychology, regulatory focus, and training, we propose a theoretical framework that unravels the effectiveness of different coaching approaches in different cultural and coaching contexts. We propose that chronic regulatory focus is an underlying mechanism that predicts the effectiveness of a chosen coaching approach in specific contexts of societal uncertainty avoidance (i.e., low vs. high uncertainty avoidance). Furthermore, we propose that coaching context elicits coachee situational regulatory focus, and that compatibility between coachee chronic and situational regulatory focus has a significant impact on coachee pre-coaching motivation. We conclude by discussing implications for future research and practice.

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“…Coaching outcome studies exclusively address solution-vs. problem-oriented questions and their infl uence on the (global) eff ectiveness of coaching. While research by Wehr (2010), Grant and O'Connor (2010), Grant (2012), Neipp and colleagues (2015), Braunstein and Grant (2016) as well as Grant and O'Connor (2018) has revealed that solution-oriented questions in contrast to problem-oriented questions enhance clients' positive aff ect, Th eeboom and colleagues 2016as well as Grant and Gerrard (2019) could show that solution-oriented questions or a combination of problem-and solution-oriented questions also decrease clients' negative aff ect and positively impact clients' cognitive fl exibility. Th ese studies relate pre-established and isolated types of questions, whose exact wording is laid out in coding schema, to certain eff ects on clients' aff ect, cognition or behavior.…”

Section: Questions In Executive Coaching Practical Claims and Empirimentioning

confidence: 99%

How to investigate the local and global change potential of questioning sequences in executive coaching? A call for interdisciplinary research

Graf¹,

Dionne²,

Spranz-Fogasy³

2020

Scanstudlang

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Coaching outcome research convincingly argues that coaching is effective and facilitates change in clients. While coaching practice literature depicts questions as key vehicle for such change, empirical findings as regards the local and global change potential of questions are so far largely missing in both (psychological) outcome research and (linguistic and psychological) process research on coaching. The local change potential of questions refers to a turn-by-turn transformation as a result of their sequentiality, the global change potential is related to the power of questions to initiate, process and finalize established phases of change. This programmatic article on questions, or rather questioning sequences, in executive coaching pursues two goals: firstly, it takes stock of available insights into questions in coaching and advocates for Conversation Analysis as a fruitful methodological framework to assess the local change potential of questioning sequences. Secondly, it points to the limitations of a local turn-by-turn approach to unravel the overall change potential of questions and calls for an interdisciplinary approach to bring both local and global effectiveness into relation. Such an approach is premised on conversational sequentiality and psychological theories of change and facilitates research on questioning sequences as both local and global agents of change across the continuum of coaching sessions. We present the TSPP Model as a first result of such an interdisciplinary cooperation.

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Broadening and building solution-focused coaching: feeling good is not enough

Cited by 22 publications

References 43 publications

Positive Psychology Micro-Coaching Intervention: Effects on Psychological Capital and Goal-Related Self-Efficacy

Positive Psychology Micro-Coaching Intervention: Effects on Psychological Capital and Goal-Related Self-Efficacy

Bringing Context to Workplace Coaching: A Theoretical Framework Based on Uncertainty Avoidance and Regulatory Focus

How to investigate the local and global change potential of questioning sequences in executive coaching? A call for interdisciplinary research

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