UPCOMING WEBINARS
Fall Reflections
Tracy Duberman on Coaching to Collaborate in Healthcare
RESEARCH YOU WANT TO KNOW
Are Coaching "Sleeper Effects" Fertile Ground for Future Research? Findings from A Pilot Study-Oct 25 How Coaching is Making A Difference in Educational Settings-Nov 1 Psychological Safety in Executive Coaching-Nov 14
COACHING REPORT
DIRECTOR'S CORNER
A systematic review of executive coaching outcomes: Is it the journey or the destination that matters the most?
International Coach Supervision Training November 1, 2018, New York City
The Art of Dialogue in Coaching by Reinhard Stelter
EVENTS
October 2018
BOOK OF THE MONTH
COACHX
We have just come back from the energizing 2018 Annual Coaching in Leadership and Healthcare Conference, organized by Harvard Medical School in collaboration with the Institute of Coaching and McLean Hospital. Over two days, practitioners, academics and researchers shared their work and insights on coaching in different contexts, human development, organizational development, and inspired each other. Many of the sessions were recorded and resources will be available soon on the IOC website. In the meantime, you can see more details about the conference in the September Coaching Report, which was prepared as an overview of what to expect. We have also created a slideshow of photos and social media from the event which you can view in the Event section of this month's report. The symposia and poster sessions, which focused specifically on on-going research in the field, presented the most current studies, including several which are funded by the IOC grants program. Looking forward, we have a webinar coming up on October 25, which will be presented by long-term collaborators of the IOC, Gordon Spence and Sunny Stout-Rostron, on the “sleeper effects” of coaching. Sustainability of coaching effects is now being widely studied, with more projects following up on their participants over several months after the completion of the coaching engagement. However, sleeper effects (i.e., such effects which emerge after the end of the coaching engagement), are a new phenomenon of interest. Gordon Spence was a recipient of an IOC Harnisch Research Grant, and completed a study on “Coaching for employee engagement: Using self-determination theory to predict engagement, turnover intention, and well-being among employees.” Spence and Ryan Niemiec presented a webinar in 2016 summarizing the conclusions from this study. However, the team appreciated the importance of having a long-term perspective on the impact of the coaching, and thus, Spence and Stout-Rostron added an in-depth qualitative component to explore the delayed effects of coaching a year later. They will be presenting their new and unique findings at the October Webinar. Our selected article for this issue of the Coaching Report is a recent review of the status of research on coaching in organizations. It broadly reviews the field and makes recommendations for advancing research and practice. I also include links to two articles relevant to the October webinar, published several years ago, which address more specifically the theoretical framework of self-determination theory, as well as the concept of employee engagement. The Book of the Month is the newly published book by Reinhard Stelter, The Art of Dialogue in Coaching. We are enjoying the fall crispness and colors here in New England, and I wish you a fruitful month in whichever season you are in, in different parts of the world.
Director's Corner
Sincerely yours, Irina Todorova IOC Director of Research
research you want to know
Abstract (from author) In this article, we focus on a specific type of personal and professional development practice -executive coaching and present the most extensive systematic review of executive coaching outcome studies published in peer reviewed scholarly journals to date. We focus only on coaching provided by external coaches to organizational members. Our purpose is twofold: First, to present and evaluate how executive coaching outcome studies are designed and researched (particularly regarding methodological rigor and context-sensitivity). Secondly, to provide a comprehensive review of what we know about executive coaching outcomes, what are the contextual drivers that affect coaching interventions and what the current gaps in our understanding of coaching practice. On that basis, we discuss and provide a research agenda that might significantly shift the field. We argue that methodological rigor is as important as context-sensitivity in the design of executive coaching outcome studies. We conclude with a discussion of implications for practice. Summary and relevance to coaching practice: This article is a very recent review of research conducted over the past 2 decades on coaching in organizations with external coaches. It also includes more articles than some other recent systematic reviews (a total of 110) and addresses a wide variety of outcomes of coaching. An important new contribution of the review is that it explicitly focuses on the social context of coaching and explores to what extent that has been part of the design of existing research studies. In the review, the authors summarize the positive outcomes of coaching, which research has identified so far, as well as potential problematic aspects. They also summarize which factors have been shown to affect coaching outcomes (such as coaching setting, duration, use of assessment tools, organizational support, coach’s background, etc.). After completing the review, the authors come to the conclusion that over half of the research in coaching does not address contextual dimensions (relational, spatial, temporal); that most research is designed to follow individual level (mostly coachee and rarely coach) outcomes, and only 3 studies include organizational-level outcomes. They find this to be concerning, since they see coaching in organizations “as a social process with active involvement of multiple stakeholders.” They also draw attention to the importance of identifying which social context dimensions to address, and what organizational level outcomes are meaningful to track, since they find the Return on Investment (ROI) indicators, used in some cases, as problematic – an opinion also echoed by others. The article ends with quite extensive recommendations for researchers as well as for practitioners. Recommendations for practice include: developing a curiosity about the social context of the coachee; awareness of the potential of the individual to change organizational context and culture; and the relevance of integrating coaching with other leadership development practices in the organization. In summary, the article advocates for the importance of strengthening our sensitivity to process and contextualizing aspects of coaching – for research and for the practice of coaching. For this, they argue that qualitative methodologies and mixed-methods, as well as longitudinal designs, are particularly appropriate. The study which will be highlighted in the IOC October webinar is one example of such a study. Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The Meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31-53. doi: 10.1111/ijmr.12077 Open Access and for IOC Members. Spence, G. B., & Oades, L. G. (2011). Coaching with self-determination in mind: Using theory to advance evidence-based coaching practice. International Journal of Evidence Based Coaching and Mentoring, 9(2), 37-55. Open Access and for IOC members.
Athanasopoulou, A., & Dopson, S. (2018). A systematic review of executive coaching outcomes: Is it the journey or the destination that matters the most? The Leadership Quarterly, 29(1), 70-88. doi: 10.1016/j.leaqua.2017.11.004
Book of the month
From Routledge: In The Art of Dialogue in Coaching, Reinhard Stelter invites readers to engage in transformative and fruitful dialogues in everyday working life, and provides the theory and tools for them to be able to do so. Presented in three parts, the book provides a complete overview of the importance of dialogue and how it can be utilised. Part I, Theoretical basis, examines third-generation coaching as a collaborative dialogue form, the societal context of the coaching process and the concept of identity in modern society. Part II, Basic themes of fruitful dialogue, examines meaning-making, value and the narrative perspective, and their significance in creating a new dialogue culture. Finally, Part III, Reflections on dialogue practice, explores the art of being a supporting dialogue guide, drawing on a number of theoretical perspectives and focusing on developing relational competencies. Stelter emphasises that taking the time to linger opens new possibilities for fundamental self-insight, and clearly explains how dialogue provides us with a framework for acting in the world with personal integrity. The Art of Dialogue in Coaching will be an essential guide for coaches in practice and in training, coaching psychologists and professionals with a coaching role, including mentors, consultants and leaders. In particular, it will appeal to those looking to conduct dialogue as an art form, enhancing their work as a co-creative and collaborative guide. Reinhard Stelter, PhD, is a professor of coaching psychology and head of the Coaching Psychology Unit at NEXS, University of Copenhagen, and visiting professor at Copenhagen Business School, Denmark. He is honorary vice president and Associate Fellow of the International Society of Coaching Psychology, and a coaching practitioner, researcher, lecturer, workshop leader and facilitator in private practice.
Reinhard Stelter The Art of Dialogue in Coaching
Tracy Duberman, an IOC Fellow and the CEO and Founder of The Leadership Group, discusses how to use coaching as a lightning rod to enhance cross sector collaboration in healthcare.
coachx
This webinar will present findings from a pilot study conceived to investigate the prevalence and progression of coaching sleeper effects in a sample of 15 recently coached senior and mid-level managers. Data drawn from the personal stories of the coachees confirmed that coaching was beneficial in a variety of ways (e.g. modifying communication style). The data also showed that some effects were subject to some delay and required a period of incubation, or some triggering by events in the person’s life, to emerge. These sleeper effects may be a form of new learning, or alternatively, a cumulative or continuous form of learning. Although these effects were not prominent in every case, there are many possible reasons for this. The presenters will present a discussion (and modeling) of factors that might influence the emergence (or non-emergence) of sleeper effects along with recommendations for future research in this area. Presenters: Dr. Gordon Spence and Dr. Sunny Stout-Rostron Host: Irina Todorova
Are Coaching "Sleeper Effects" Fertile Ground for Future Research? Findings from A Pilot Study October 25, 2018 - 5:00 PM-6:15 PM
upcoming webinars
Psychological Safety in Executive Coaching: Views from Coaches and Coachees November 14, 2018 - 10:00 AM-11:15 AM
In this interactive and informative session, Christian will discuss how coaching is having a positive impact in educational settings. The use of coaching to support students, educators, and educational leaders will be discussed. Practical applications and international perspectives will also be covered in this session. Finally, the webinar will explore the idea of “coaching cultures for learning.” Presenter: Christian van Nieuwerburgh Host: Jeff Hull
How Coaching is Making a Difference in Educational Settings November 1, 2018 - 10:00 AM-11:15 AM
eventS
Reduced fee for IOC Members Coaching Supervision is a formal process of professional support, which ensures continuing development of the coach and effectiveness of his/her coaching practice though interactive reflection, interpretative evaluation and the sharing of expertise. —Bachkirova, Stevens and Willis 2005 First time offered in the U.S. International Coach Supervision Training facilitated by Tatiana Bachkirova, Professor of Coaching Psychology and Director of the International Center for Coaching & Mentoring at Oxford Brooks University and Angela Wright, Director of the Coaching Center of Excellence and Co-Chair of Coaching Supervision Programs at the Association of Talent Development, New York City. Overview The International Coach Supervision Training Program is designed for experienced coaches with an active coaching practice who already have a postgraduate qualification in Coaching, Psychology or equivalent. The aim of the program is to provide highly experienced coaches with an opportunity to extend their competencies and skills into the area of coaching supervision. The program is designed to use innovative and intellectually stimulating methods to take senior practitioners to a new realm of practice. Participants will: Be introduced to different discourses of coaching and engage with a high-level overview and critical analysis of the coaching field that will allow them to position their practice for the benefit of the coaching profession as a whole. Explore multiple perspectives on coaching in order to develop an approach to supervision that is professional, ethical and tailor-made for individual coaches using a wide variety of approaches. Provide an opportunity for experienced coaches to enhance their understanding and develop advanced skills in order to address various issues of the supervision process. The program consists of 2 stages. For more information click here. Cost Non-IOC Members: $3500 IOC Members: $3000 How to apply For more information and to confirm that your qualifications and experience are appropriate for this course, please contact Angela.Wright@atdnyc.org. Once your application has been approved we will send you details of how to register.
How do we as coaches foster psychological safety with our coachees? We will discuss issues related to media (safety on phone, video, in-person, etc.) and/or issues of safety in terms of "risk-taking" — getting out of one's comfort zone, etc... and how does a coach "push the edge" while maintaining safety? We will also investigate the topic of boundaries — what is appropriate and not when it comes to diversity and physical, emotional sensitivities between the genders/races/cultures — for coaches and coachees? Presenter: Konstantin Korotov Host: Carol Kauffman
International Coach Supervision Training November 1, 2018 - 9 AM, New York City
2018 Conference Highlights
Conference Tweets
Conference Photos
Download Call for Papers in pdf format Coaches are increasingly working with systems — relationships, partnerships, families, teams, divisions and whole organizations — as well as with the whole person systems that live within each of us. In this issue we invite papers that address the following questions: 1.What are the unique characteristics of systems/systemic coaching? How is it different from other types of coaching? 2.What theoretical frameworks and/or empirical evidence supports systems/systemic coaching? 3.What are some of the challenges, theoretical and practical, when coaching systems/coaching systemically? 4.What tools support systems/systemic coaching and how do we know they are effective? 5.What can we learn from case studies in systems/systemic coaching? 6.Which are the leading organizations offering education and training in systems/systemic coaching, and how do they differ, one from another? We invite the following kinds of submission: Research Papers (5,000 words approx.) that bring together multiple, well-researched perspectives on a given topic Position Papers (3,000 words approx.) that articulate a single, well-researched perspective on a given topic Book Reviews (1,000-2,000 words approx.) that summarize, reflect on and evaluate books relevant to coaches that have been published in the past 12 months (Book Reviews do not need to relate directly to the theme). Response Papers (1,000 words approx.) that take up and respond to ideas, themes and perspectives published in previous issues of Philosophy of Coaching (available at philosophyofcoaching.org) The deadline for submissions is February 1st, 2019, for publication in May, 2019. For more information please contact us.
Call for Papers from the Journal Philosophy of Coaching Theme: Systems and/or Systemic Coaching Deadline: February 1, 2019
ANNOUNCEMENTS
Invitation to participate in a study about coaching cultures A hot topic these days is "coaching cultures." Researchers at Concordia University in Montreal are exploring the degree of fit between types of coaching and the different cultures of organizations. If you are a practicing coach, we invite you to participate in our research. We will ask our participants to estimate the value of different types of coaching as they might occur in different organizational cultures. Survey completion is completely anonymous and should take 20-25 minutes. Please consider participating. Click here to access the survey. If you have any questions, please feel free to contact the principal investigator, Jim Gavin, PhD, MCC at james.gavin@concordia.ca.
research studies
Invitation to take part in research on coaching supervision Michael Armour, a researcher at the University of Wollongong in Australia, is exploring the views and opinions of executive coaches and coaching supervisors on the relevance and importance of coaching supervision theories, models and functions and the way that supervision is provided to executive coaches. He is seeking executive coaches and coaching supervisors to take part in a 12-15 minute survey which can be found here. This link includes detailed information about the study. If you have any questions about this research, please contact Michael Armour directly by email at mra612@uowmail.edu.au or by phone on +61 (0) 400 779913.
IOC Silver Sponsor: Shift Coaching
Shift Coaching is a leadership development and corporate coaching company. Our expertise is rooted in over 15 years of designing custom coaching and leadership solutions for organizations confronting a need to adapt, change, and grow. Shift Coaching provides you and your team the tools, feedback, and processes to transform organizational cultures. Our job is to help you, your team, and your organization find better ways to move through a rapidly changing world within the context of your business, corporate culture, and strategy.
sponsor of the month
MEMBERship
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Not an IOC member? Join us! The IOC provides outstanding tools (e.g., thousands of on-line resources, webinars, coaching reports and digests), a sell-out annual conference, thought leaders and an exceptional community to help advance your coaching practice. Join our growing international membership.
