Core competencies  necessary for a managerial  psycho-educational  training programme for  business team coaches

Maritz, Jeanette; Poggenpoel, Marie; Myburgh, Chris

doi:10.4102/sajhrm.v7i1.110

Cited by 4 publications

(10 citation statements)

References 13 publications

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“…It may rightly be asked if it is industry-specific or business process experience that is needed for coaches to be successful. The fact that people enter the coaching industry from different backgrounds is an international trend also confirmed by Feldman and Lankau (2005), Blackman ( 2006), Hamlin et al (2008) and Maritz et al (2013).…”

Section: Discussionmentioning

confidence: 72%

Business coaching: A hen with ducklings

Schutte

2019

South African Journal of Business Management

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Background: Globally, business coaching is an unregulated industry that is not yet considered a profession. In South Africa, two of the regulatory bodies, namely Coaches and Mentors of South Africa and the Institute of Management Consultants and Master Coaches of South Africa, were recognised as professional non-statutory bodies in 2015. Aim:The purpose of this study is to inquire into how business coaching is currently being practised in South Africa from a practitioner's perspective.Setting: At this key point in the maturation process of business coaching, it is important to understand the present state of the industry in order to direct it towards its aim of becoming a profession.Method: A questionnaire was designed specifically for this research. It included all aspects associated with the coaching practice. Questionnaires were presented to all members of the professional body for coaches and mentors in South Africa. Results:The findings are in line with the results of similar studies conducted elsewhere in the world. They revealed that business coaching is a young industry that attracts practitioners from different backgrounds. The recommendations of these studies support the notion that business coaching must move towards professionalisation. The information acquired through this research can contribute to the development of a score sheet for the industry in South Africa, as well as a progression plan to direct the industry towards professionalisation. Conclusion:The article provides information regarding the current state of business coaching in South Africa and links it with international tendencies. It shows that South Africa is on par with the development of the industry globally.

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Section: Discussionmentioning

confidence: 72%

Business coaching: A hen with ducklings

Schutte

2019

South African Journal of Business Management

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“…Our intention is not to examine which psychological approach stands out but to raise awareness of the need to incorporate psychological-informed coaching practice into OL&D strategy, and the identified research gaps can be research trends to follow up. Cox and Bachkirova (2007), O'Dell (2011), Greif (2010), Maritz et al (2009), Passmore (2010), de Haan and Nieß 2012Facilitating learning…”

Section: Resultsmentioning

confidence: 99%

“…Motivational reinforcement Helping clients to overcome negative mindsets Marshall (2006), Gettman (2008) Building the relationship Authenticity Honesty Building trust and rapport Maritz et al (2009), Drum (2007), Stevens (2005), Griffiths and Campbell (2008), Passmore (2010), Kleinberg (2001)…”

Section: Resultsmentioning

confidence: 99%

“…However, other studies indicated both psychology and management-related theories (e.g. leadership and management) play equally parts in existing coaching research domain (Maritz et al, 2009;Wasylyshyn, 2003). In relation to individual coach's attributes, interpersonal skills, emotional support; facilitating learning; motivation enhancement; and building the coaching relationship were specified (e.g.…”

Section: Coaching Approachmentioning

confidence: 99%

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Psychology in executive coaching: an integrated literature review

Lai

Palmer

2019

JWAM

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Purpose The purpose of this paper is to identify essential psychological-informed executive coaching approaches that enhance the organisational learning and development process and outcomes through integrating existing research evidence. Since coaching has been widely used in leadership development related areas and previous studies confirmed that this generates positive effects on individual-level learning in the organisational setting. The identified frameworks and influential factors outlined in this paper can serve as explicit guidelines for the organisation and management team when setting selection and evaluation benchmarks for employing executive coaches. Design/methodology/approach An integrated review approach was applied to narratively synthesise 234 (k=234) identified peer-review articles between 1995 and 2018. This review followed a rigorous protocol that the authors consulted ten (n=10) experts in the field. Both qualitative and quantitative psychological-focused research evidence was included in this study. Findings First, certain psychological approaches, such as cognitive behavioural, solution-focused, GROW and strength-based approaches, were highlighted in current research evidence. Second, the essential factors and skills, for instance, building trust, transparency and rapport, and facilitating learning were identified. Third, the main organisational learning and development outcome evaluation methods were outlined in this review, such as the self-efficacy scale, organisational commitment, workplace psychological well-being, 360-degree feedback and the Multifactor Leadership Questionnaire. Research limitations/implications It is always challenging to integrate research evidence on coaching because of the diversity of theoretical disciplines upon which coaching interventions draw. Therefore, it is difficult to generate a meta-analytic review which can generate statistical results. This review also reveals room for improvement in the quality of existing coaching evidence in accordance with the criteria for evidence-based management or practice (Briner et al., 2009), such as research methodology and evaluation design. Moreover, there is a lack of evidence on this reflective process which helps professional coaches to ensure the quality of their practice and organisational support. Practical implications This review offers a new perspective on the role psychology plays in the organisational learning and development practices. The identified coaching approaches, influential interpersonal skills and outcome evaluation methods can serve as practical guidelines when applying external coaching to facilitate a better organisational learning and development process and outcome. Originality/value This is the first literature review to focus on contemporary psychological-informed coaching evidence (between 1995 and 2018) in the workplace setting. Despite the rapid growth in demand for professional coaching practitioners (International Coach Federation, 2016), there is a lack of research-informed evidence to overcome the challenges faced by organisations when employing external coaches, such as what selection criteria or evaluation benchmarks to use. This review takes a practical perspective to identify essential body of knowledge and behavioural indicators required for an executive coach to facilitate an effective learning and development outcome.

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“…It helps in enhancing selfawareness and developing effective strategies through the process of collaboration. It promotes personal and team development to achieve successful business outcomes [32]. Thus, microfinance institutions offer business coaching to their clients to bring productive change and enhance economic performance at both individual and enterprise levels.…”

Section: Microfinance Non-financial Servicesmentioning

confidence: 99%

The Impact of Microfinance Services on Malaysian B40 Households’ Socioeconomic Performance: A Moderated Mediation Analysis

Abdullah¹,

Zainudin²,

Ismail³

et al. 2022

IJSDP

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This research examines the influence of microfinance services on the socioeconomic performance of Malaysian B40 households, which are considered vulnerable communities in Malaysia. Mainly, it explores the mediating role of entrepreneurial competencies and financial management practices in the relationship of microfinance services with households’ economic well-being, entrepreneurial success, and social wellbeing. Likewise, this research also examines the moderating role of microfinance institutions’ service efficiency in the success of microfinance services to improve households’ socioeconomic outcomes. The responses were collected from the participants of Amanah Ikhtiar Malaysia, the largest microfinance institution serving the low-income population of Malaysia. Employing the structural equation modelling approach, results show that microfinance financial services and non-financial services positively influence households’ socioeconomic performance through entrepreneurial competencies and financial management practices. On the other hand, microfinance financial services are also found to have significant direct influence on households’ socioeconomic performance. Further, results also indicate that microfinance institutions’ service efficiency positively moderates the influence of financial services to improve households’ socioeconomic performance. This is novel research that introduces human capital development as an underlying mechanism in the household economic portfolio model, suggesting that microfinance interventions develop human capabilities among their participants, which further assist them in the efficient management of financial and business affairs, thus, improving socioeconomic outcomes.

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Core competencies necessary for a managerial psycho-educational training programme for business team coaches

Cited by 4 publications

References 13 publications

Business coaching: A hen with ducklings

Business coaching: A hen with ducklings

Psychology in executive coaching: an integrated literature review

The Impact of Microfinance Services on Malaysian B40 Households’ Socioeconomic Performance: A Moderated Mediation Analysis

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