<p> The challenges facing leaders in the federal government are complex, significant, and diverse. These challenges have been exacerbated by a changing global landscape, financial economic meltdowns, budget deficits, terrorism, cybersecurity concerns, war, and an aging workforce (Koonce, 2010). Yet, from a leadership development perspective, until recently, very little had changed in the way leaders were prepared to handle those challenges. As part of a call to action, executive coaching is rapidly becoming a staple of senior leadership development. </p><p> Given the increased emphasis on executive coaching as a leadership development tool, the purpose of this study was to explore the linkage between executive coach education/training, a learning intervention with theoretical underpinnings in learning theory (experiential learning, transformative learning, reflective learning, and action learning) and participant leadership and executive coaching skills. A descriptive, single exploratory case study design was employed using both quantitative and quantitative techniques. The former included Leadership Practices Inventory (LPI), Servant Leadership Questionnaire (SLQ), and International Coach Federation (ICF) Competency Survey. Qualitative techniques included observation, document analysis, and focus group to explore the impact of the Defense Acquisition University Executive Coach training program on participants, specifically the impact on participant leadership and executive coaching skills. </p><p> The key findings build on existing research and show that 1) participation in executive coach training created a shift in participant focus from self to other, a critical component of both transformational and servant leadership; 2) a learning environment, combined with emphasis on ICF competencies, improved executive coaching skills; 3) the ICF competency related to ethical orientation and guidelines with respect to professionalism did not demonstrate evidence of change; 4) executive coach training predicated on ICF competencies enhanced active listening and powerful questioning, two critical components of executive coaching and action learning, and 5) coach training enhanced participants&rsquo; self-awareness and reflective learning, critical attributes for executive coaches. The study concludes with recommendations for research and practice.</p><p>

Since the eighties there has been a concerted effort to reform the public sector in order to, amongst other things, improve their performance and service delivery to the public. Large scale and capital intensive projects are required, especially within Oman a developing country, for ensuring development and improved service for the citizen. The planning, implementation and maintenance of these initiatives rests on public sector institutions. The role and effectiveness of senior managers play a significant part in the overall success of their organisations and the development of their nations. The main concern of this research is to explore and identifying the behavioural influences which contribute to the increased effectiveness of the senior managers of the Muscat Municipality, Oman. This research utilises a combination of qualitative and quantitative methodologies. In addressing the leadership effectiveness in Oman, it utilises and contextualises Analoui’s (2002) model of eight parameters for effectiveness as a basis to explore the awareness, perceptions, skills, organisational criteria, motivation, degree of demands and constraints, choices and opportunities, and dominant leadership philosophy for effectiveness. Based on the above, suggestions have been made to improve the content and context of senior managers’ work to increase their effectiveness in Oman. This first time study contributes to the present knowledge and understanding of the subject by contextualising the concept of ‘Managerial Effectiveness’ in Oman’s public sector. It concludes that better understanding of the subject requires attention being paid to the identified parameters of senior managers’ effectiveness. Moreover, consideration should be given to the influences and impact of the above parameters on personal, organisational and external contexts in Oman. These will lead to improved performance and organisational effectiveness as the whole

Submitted by Marcia Silva (marcia@latec.uff.br) on 2016-10-24T20:09:53Z No. of bitstreams: 1 dissert João Batista Coelho.pdf: 3652910 bytes, checksum: 182a563ea7b11fc61716260e69dcb9a4 (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-01-27T12:17:09Z (GMT) No. of bitstreams: 1 dissert João Batista Coelho.pdf: 3652910 bytes, checksum: 182a563ea7b11fc61716260e69dcb9a4 (MD5) / Made available in DSpace on 2017-01-27T12:17:09Z (GMT). No. of bitstreams: 1 dissert João Batista Coelho.pdf: 3652910 bytes, checksum: 182a563ea7b11fc61716260e69dcb9a4 (MD5) Previous issue date: 2016-07-13 / Este estudo concentra-se na identificação de como os gestores (lideranças) atuaram no modus operandi da gestão de mudanças em uma região jurisdicional da Justiça Federal, no âmbito do alinhamento estratégico proposto pelo CNJ para todo o Judiciário Nacional. O alinhamento resultou na fusão de diversos setores de unidades organizacionais distintas da região jurisdicional estudada. A pesquisa partiu da investigação empírica, quali-quantitativa, com entrevistas semiestruturadas e aplicação de questionário, e envolveu os níveis estratégico, tático e operacional. Observou-se como os gestores conduziram o processo de mudança organizacional, que envolveu circunstâncias com complexidades diversas e vieses de ordem hierárquico-políticas e psicossociais, demandando uma observação multidisciplinar, que implicou no exercício de análises conceituais pautadas nos territórios da Gestão e Administração, das Ciências Sociais e da Psicologia Social. A partir de amostra que alcançou 79% do universo de 221 envolvidos, perceberam-se questões como a desatenção com o fator humano, a necessidade de diálogos, conversas prévias e comunicação clara e de um processo que não fosse hierarquicamente estruturado de cima para baixo. Ficaram visíveis, ainda, a importância dos gestores no processo e a ausência de um planejamento mais ampliado, acompanhado de estudos de impactos. Diante dos resultados alcançados e da carência de abordagens específicas, voltadas para o universo da Justiça Federal, que tivessem estudado processos de fusão e de atuação de lideranças em gestões de mudanças, o estudo pode vir a dar significativa contribuição para pesquisas futuras com temas similares / The focus of this study is to identify the action of the leaders in the modus operandi of change management using strategic alignment, proposed by the National Judiciary System Council to the whole Brazilian Judiciary. This alignment resulted in the merger of several sectors of the different organizational units of the same jurisdictional area. This research started with an empirical, qualitative and quantitative investigation, including semi-structured interviews and questionnaire, involving strategic, tactical and operational levels, in order to observe how the organization process of changes forwarded by the managers. Those involving circumstances with many complexities, hierarchical-political and psychosocial compliances, that require a multidisciplinary observation of conceptual analysis guided by Management, Administration, Social Sciences and Social Psychology. Based on sample that reached 79% of the universe of 221 people involved in the query, we perceived issues such as lack of attention to the human factor, the need of dialogue, previous conversations, clear communication and a process that was not hierarchically structured from top down. The importance of managers in the process and the absence of more extended planning, accompanied by a study of impacts was also visible in the study. According to the results achieved and the lack of specific approaches focused on the universe of the Federal Court, the study may potentially provide significant contribution to future research on similar subjects