Effective leadership is a concept shown to be important for successful team performance in the fields of business, education, and sport. In sport, the role of the athlete leader has been under-examined and specifically, how coaching behaviors can affect athlete leader behaviors and how various leadership models (e.g., trait, behavioral, situational) relate to the athlete leader role has never been studied. The present study examined how autocratic, democratic, and collaborative coaching styles affect the athlete leader behavior preferences of athletes of different genders and sport types. Three coach scenarios reflecting the three aforementioned coaching styles were created so that athletes could imagine that they were coached by the individual presented in the scenario and then rate what type of athlete leader behaviors that they would prefer given the style of the coach that they read about. Results showed that the coach scenarios failed to have a significant impact; however, significant differences were discovered between men and women and between individual and team sport athletes on variables measuring preferred performance/task, relationship, motivation, and representation behaviors. Data were gathered on the style of athletes' current coach and this variable also produced significant differences for such behaviors as resolving conflict, providing positive reinforcement, and acting respectfully towards others. In addition, exploratory analyses showed that athletes who hold different leadership positions prefer different athlete leader behaviors. The current study seemed to offer concrete evidence on how coaching style can affect athlete leader preferences and how the athlete leader role can be explained by trait, behavioral, and situational leadership theories; however, future studies will have to further explore the impact that a coach's style can have on the behavior of athlete leaders as well as analyzing the relationship between athlete leaders and teammates utilizing the transformational leadership approach.

The purpose of this doctoral dissertation was to advance the scientific knowledge on the development of high-performance coaches by proposing a new developmental approach to help intercollegiate sport coaches learn from their coaching practice. When applied to coach development, the theory of lifelong learning (Jarvis, 2006) suggests that coach learning evolves with the coaches’ experiences and develops from participating in the environment. However, current development opportunities for high-performance coaches lack connection with practice and forego reflective practice. This lead researcher thus set out to undertake a 12-month action research operationalised using appreciative inquiry to accompany intercollegiate sport coaches along their learning journey. A personal learning coach accompanied five intercollegiate sport coaches using narrative-collaborative coaching (NCC) to create a safe space for them to reflect. The findings are presented across four articles. The first article suggested reflective cards as a useful tool for coaches to engage in reflective practice. Findings from Article One also presented a model for other coaches to reflect on their coaching practice. Article Two described the main components of NCC, which was used by the personal learning coach to create a safe reflective space. A step-by-step methodology for using appreciative inquiry is presented. In Article Three, data generated from the journey of a female high-performance women’s rugby coach was used to extend the definition of a personal learning coach and to compare the role of PLC with other coach development actors. Findings about the evolution and the value creation of the accompanied learning journey are also presented. Article Four shared results specific to the intercollegiate context with the presentation of the companionship between a PLC and two intercollegiate ice hockey head coaches. These collaborative partnerships led to unique learning journeys, and created valuable learning activities within complex value creation stories. The four articles together make novel theoretical and practical contributions to the field of coach development by presenting a new developmental approach to accompany coach learning and by introducing an analytical framework to evaluate the value of learning activities.

El presente trabajo es una oportunidad de negocio que brinda asistencia y coaching nutricional a la población del distrito de San Juan de Lurigancho que es el más poblado de Lima con un sector industrial y comercial desarrollado, lo que hace de SJL un excelente lugar para el presente emprendimiento. Este servicio está dirigido a personas preocupadas por su apariencia física y/o que presentan sobrepeso y obesidad la cual puede desencadenar más adelante en enfermedades no transmisibles como diabetes, hipertensión arterial, enfermedades cardiovasculares, etc. Para el desarrollo de este proyecto se realizó un estudio de mercado que permiten realizar una eficiente segmentación de mercado. Obteniendo como resultado que los encuestados requerían y necesitaban este tipo de servicio. La empresa tendrá el nombre de NUTRIMIND S.A.C., brindará a nuestros clientes: consulta nutricional presencial y coaching nutricional vía online completando el servicio con talleres nutricionales y de mindfulness organizacionales. Todo ello para que nuestro cliente se sienta comprometido en lograr su objetivo de salud y tome conciencia de la importancia de esta. La implementación de este negocio requiere una inversión inicial de S/.25915.2 soles que será cubierta por el aporte de capital propio. Consecuentemente el estudio se presenta como un plan de negocios viable y rentable. Obteniéndose una TIR de 83% y un VAN de 69 738.36. Este negocio permitirá el emprendimiento y a la misma vez generar empleo a más profesionales de la salud debido a que sus resultados son favorables. / The present work is a business opportunity that provides nutritional assistance and coaching to the population of the district of San Juan de Lurigancho that is the most populated of Lima with an industrial and commercial sector developed which makes SJL an excellent place for the present venture. This service is aimed at people concerned about their physical appearance and/or who are overweight and obese which can later trigger in noncommunicable diseases such as diabetes, high blood pressure, cardiovascular disease, etc. For the development of this project a market study was carried out that allow efficient segmentation of the market. Getting as a result that respondents required and needed this type of service. The company will be named NUTRIMIND S.A.C., will provide our clients: face-to-face nutritional consultation and nutritional coaching via online completing the service with nutritional workshops and organizational mindfulness. All this so that our client feels committed to achieving their health goal and become aware of the importance of it. The implementation of this business requires an initial investment of S/.25915.2 soles that will be covered by the contribution of own capital. Consequently, the study is presented as a viable and profitable business plan. Obtaining an 83% TIR and a VAN of 69 738.36. This business will allow entrepreneurship and at the same time generate employment for more health professionals because their results are favorable. / Tesis

Tragic, life-changing, and fatal incidents are a reality on large-scale, civil construction projects. Despite a decline following the enforcement of the 1971 Occupational Safety and Health Act, serious and fatal incidents on heavy construction projects remain higher than that of the active military and have not declined in any notable way in the past decade. Industrial-organizational literature suggested a lack of applied testing for the well-developed theory of authentic leadership (AL) to impact safety outcomes. This quasi-experiment combined the constructs of authentic leadership with safety climate perception as quantifiable measurement of potential safety outcomes in the workplace. The research question focused on whether AL would impact safety climate, thus, reducing injury and fatalities on the job. The researcher examined 1 of the 4 segments that comprised a $1 billion freeway improvement project. Perceptions of 108 field craft personnel were collected on a Likert-type instrument before and after their supervisors attended a brief AL workshop. Utilizing an ordinal scale, statistical significance was calculated pre- and postintervention by computing a Mann-Whitney U for independent samples. Significant improvement was found following the supervisor workshop. The reduction in incidents, when compared to the jobsite's history and the other 3 jobsite segments associated with the highway improvement project, suggests a potential for this framework to support positive social change, that is, to reduce the human cost and suffering associated with industrial accidents.

No description available.

The research explored when workplace coaching can facilitate stress management and well-being in corporations in Slovakia. It looked at the challenges and opportunities of workplace coaching through individual and organisational perspectives. It was found that masculine and directive leadership style is present in the organisations. There is an observed lack of leaders’ engagement and interest in employee well-being throughout the organisational culture. Furthermore, some organisation members lack healthy assertiveness and motivation which affect their willingness to change and participate consistently in coaching. The opportunities revealed that the coaching could facilitate stress management and well-being when the alignment and positive collaborative intervention between the coach, coachee and organisational culture occurs. Workplace coaching provides members with practical tools that directly affect employees' stress levels, such as deep self-reflection, meaning-making, value-reflective coaching, mindfulness and somatic techniques. The study indicated that coaching helps develop self-awareness, self-regulation and self-knowledge, which are vital abilities for the sustainable well-being of employees. From an organisational perspective, the employees need to be motivated and supported to integrate the coaching techniques into daily corporate life. The research suggests that coaching, authentic and transformational leadership style and the traits and abilities of emotional intelligence (e.g. adaptability, emotional resiliency, self-awareness, self-motivation, self-worth, social awareness and management) sustain and foster well-being in the workplace. Employees’ engagement and promotion of well-being by the leaders seem to be critical aspects. An integrated narrative-collaborative approach to communication is vital, and the development of strategic well-being measurements and indicators is suggested. The qualitative research was conducted through semi-structured interviews with female coaches who are experts in stress management and well-being. They offered their perspectives on their expertise and working experience with international corporations in Slovakia.

Detta självständiga arbete undersöker hur mitt välbefinnande och min kreativitet kan främjas i musikalisk övning. Syftet med studien är att studera in ett klassiskt pianostycke där min skaparlust och kreativitet främjas och används på ett optimalt sätt. Med utgångspunkt i Zen Coaching, som är en coachningsmetod och en inställning till livet, undersöks hur verktyg som innehåller inslag av mindfulness, mental träning och personlig utveckling kan hjälpa till att främja min kreativitet och spelglädje i övningen. Som dokumentationsmetod används loggbok, och materialet analyseras med tematisk analys. Med stöd från det fenomenologiska perspektivet och vald litteratur presenteras ett resultat utifrån följande frågeställningar: Hur kan jag utföra hjärtbaserad övning på mitt instrument?  Vilka fördelar framträder när jag övar hjärtbaserat? Vilka är mina främsta rädslor som jag behöver möta för att kunna öva hjärtbaserat? Resultatet visar att de Zen Coaching-mässiga verktygen bidrar med lugn och inspiration i övningen. Ur detta växer en större tillit och spelglädje i övandet, samt en brantare inlärningskurva. Avslutningsvis följer en diskussion av resultatet i förhållande till vald litteratur och det fenomenologiska perspektivet.

No description available.

Digitalization and technological development have created an opportunity to modernize traditional office-based workplaces. The Covid-19 pandemic became a breaking point when forcing companies to work remotely, which led to them being organizationally unprepared. Although several aspects of organizations were affected by this shift, this study focuses on leadership where the aspects of communication, self-leadership, coaching and control are examined. The first aim of this study is to address how leadership within organizations has been affected by this forced transition. The second aim is to provide guidelines on how to lead effectively when working remotely and reduce the negative effects. A qualitative exploratory study with a multi-method research design is done to fulfill the aim and answer the research questions. The study uses a Nordic insurance company as a case company. The qualitative research consists of semi-structured interviews with leaders and followers from the case company as well as leaders from benchmarked companies. The results are supported with quantitative research consisting of a survey towards the case company. The findings show that all examined aspects are affected, where the difficulties in digital communication become the foundation to the majority of negative effects and necessary changes. Leaders within the case company adapt to these changes differently depending on their leadership style, type of lead team and awareness of the effects. It is concluded that leaders have to devote more time to their followers when leading remotely to fulfill the needs of their followers. / Digitalisering och teknisk utveckling har möjliggjort för modernisering av det traditionella arbetsklimatet. Covid-19 pandemin blev en brytpunkt för skiftet till hemarbete genom att tvinga företag att arbeta hemifrån, vilket ledde till att företagen var organisatoriskt oförberedda. Även om flera aspekter av företag påverkades av detta skifte så fokuserar denna studie på att undersöka hur ledarskap påverkades av skiftet till hemarbete, där kommunikation, självledarskap, coaching och kontroll är fokuserade på. Syftet med denna studie är således första att adressera hur ledarskap har påverkats av skiftet från kontorsarbete till hemarbete. Vidare är syftet att förse företag med riktlinjer kring hur man ska leda medarbetare på ett effektivt sätt vid hemarbete. För att uppfylla syftet och svara på forskningsfrågorna så är denna kvalitativa och explorativa studie genomförd. Studien använder sig av ett nordiskt försäkringsbolag som fallföretag. Den kvalitativa studien innefattar semi-strukturerade intervjuer med ledare och medarbetare från fallföretaget samt intervjuer med ledare från andra företag. Resultaten är uppbackade med en kvantitativ delstudie i form av en enkät riktad mot ledare och medarbetare från fallföretaget.Resultaten visar att alla undersökta aspekterna av ledarskap påverkas av hemarbete där svårigheten med kommunikationen ligger till grund för majoriteten av negativa effekter. Resultaten visar också att ledare hanterar dessa effekter olika beroende på deras ledarskapsstil, vilken typ av grupp de leder och till vilken grad de är medvetna om effekterna. Det är sammanfattat ledare måste ägna mer tid till deras följare när dem arbetar hemma för att uppfylla behoven som uppkommer.

This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics. The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness. / Industrial and Organisational Psychology / D. Litt. et Phil. (Consulting Psychology)