Executive coaching can turn a good employee into a great manager. When it works well, the added value of improved leadership and decision-making abilities is well worth the financial investment required to hire skilled coaches. However, no one wants to spend time and money on a coaching relationship that doesn’t get results. So, what makes an executive coaching relationship work?
The authors introduce the Strategies for Enhancing Performance Initiative to identify, test, and measure the most effective performance control practices in the workplace to both increase performance and to mitigate the negative effects of stress.
According to a 2009 article in the Harvard Business Review the median hourly salary of an executive coach is $500. This makes me wonder why I am getting a degree in Psychology, but that is neither here nor there.
Leaders can be coached to use after-event reviews to make better decisions and improve performance.
New research suggests that coaching behaviors can improve organizational performance.
New leaders may be better equipped to handle emerging challenges by teaming up with a qualified coach.
Topic: Coaching, Training
Publication: Coaching: An International Journal of Theory, Research and Practice
Article: Employee Coaching Relationships: Enhancing Construct Clarity and Measurement
Authors: J.B. Gregory, P.E. Levy
Reviewed by: Mary Alice Crowe-Taylor
Commentaries by leading I-O Psychologists discuss best practices for executive coaching.
Research discusses how executive coaching programs can be used and measured more effectively.
The nagging question for anyone who has ever led a training session has to be: “Did they get it?” In the quest to make training more meaningful, researchers in Personnel Psychology evaluated how supplemental training materials given out after the usual training session effected progress. Managers learning interpersonal skills were
