Coaching Psychology

Passmore, Jonathan; Lai, Yi‐Ling

doi:10.1002/9781119656913.ch1

Cited by 13 publications

(3 citation statements)

References 47 publications

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“…While our work has been inspired by positive psychology and conducted within the context of clinical psychology and undergraduate teaching (Fisher et al, 2020;Kemp, Mead, et al, 2022), there is much overlap with coaching psychology, including a focus on building trust and rapport, self-efficacy, motivation to change, collaborative relationships and working alliances (J. Passmore & Evans-Krimme, 2021;Passmore & Lai, 2021).…”

Section: Discussionmentioning

confidence: 99%

“…Following a discussion of the underpinning theory and research, we provide some practical examples of how our framework has been applied in the healthcare and education sectors and could be applied in the coaching context with a particular focus on two new tools -presented in a separate section within a tools-focused chapter -and their application. While we acknowledge that our work has been conducted within the context of clinical psychology and undergraduate teaching, we seek to highlight the overlap between developments in wellbeing science and coaching psychology (Passmore & Evans-Krimme, 2021;Passmore & Lai, 2021) throughout our chapter. Critically, we also point to emerging opportunities for coaching psychologists to support the inner development of clients that we hope will lay stronger foundations for progress on sustainable development goals.…”

Section: Introductionmentioning

confidence: 99%

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Theories of wellbeing, practical applications and implications for coaching

Fisher¹,

Wilkie²,

Hamill³

et al. 2023

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Wellbeing is a topic of great research interest, but also one of considerable debate. In this chapter we provide an overview of recent developments in wellbeing science. We summarise the literature around the term wellbeing, and introduce a theoretical framework – the GENIAL model – that we have developed over the last few years, bringing together often conflicting views. Following a discussion of the underpinning theory and research, we provide some practical examples of how our framework has been applied in the healthcare and education sectors and could be applied in the coaching context with a particular focus on two new tools – presented in a separate section within a tools-focused chapter – and their application. While we acknowledge that our work has been conducted within the context of clinical psychology and undergraduate teaching, we seek to highlight the overlap between developments in wellbeing science and coaching psychology throughout our chapter. Critically, we also point to emerging opportunities for coaching psychologists to support the inner development of clients that we hope will lay stronger foundations for progress on sustainable development goals.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Theories of wellbeing, practical applications and implications for coaching

Fisher¹,

Wilkie²,

Hamill³

et al. 2023

Preprint

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“…In mentoring, someone with seniority transmits his knowledge and advice to someone with less experience, while in coaching, the relationship is collaborative, and the agenda is developed by both parties. Rather than giving advice, the coach gathers information and guides the coachee in the process of change (Passmore & Lai, 2020). This is interesting to notice that psychologists have traditionally focused on the study of negative characteristics of human beings, which has limited the study and understanding of the human mind.…”

Section: Background: Coaching Definitionmentioning

confidence: 99%

Positive Psychological Coaching: An investigation on its efficacy in the workplace

Corbu¹

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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 & 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 analyse 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 five 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 four-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 goal achievement in non-executive employees, in order to reach work-related goals.

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