I en global värld som ständigt utvecklas och konkurrensen hårdnar har ständiga förbättringar bliviten del av vardagen för de flesta företag. Ofta visualiseras förbättringar på en tavla. Tavlan är ett brahjälpmedel för att ledare på ett enkelt men effektivt sätt ska visualisera mål för dess medarbetare.Medarbetarna ska med detta hjälpmedel känna sig mer delaktiga genom att de får vara med ibeslutsprocessen. Utöver de hjälpmedel som existerar måste också ett coachande ledarskapföreligga bland ledare, där högkvalitativ kommunikation och konstruktiv feedback är något som ärdel av det vardagliga arbetet. Det gäller att skapa en tvåvägskommunikation som består av attlyssna, tala, komma överens och därefter agera mellan parterna. Feedbacken ska varaindividanpassad såväl som gruppanpassad för att få ut bästa tänkbara resultat. / In a global world that is constantly evolving and competition hardens, constant improvements havebecome part of everyday life for most companies. Often, improvements are displayed on a board.The board is a good tool for executives to visualize goals for their employees in a simple yeteffective manner. Employees will feel more involved with this tool and participate in the decisionmakingprocess in the business. In addition to the tools that exist, a coaching leadership must alsoexist among leaders, where high quality communication and constructive feedback are somethingthat is part of everyday work. It is a matter of creating a two-way communication consisting oflistening, talk, agreeing and then acting between the parties. Feedback should be individualized aswell as group-adapted to get the best possible results.

This study was conducted to investigate and explore a coaching intervention in an organisation that received and implemented systemic coaching for the systemic development of leadership. Although dyadic coaching is widely used by individual leaders in organisations, its impact in enhancing the wider development of systemic leadership is limited. This limitation is largely compounded by the narrow appreciation of the loci of leadership and how leadership is conceptualised, perceived and discharged in organisations. The reductionist approach to leadership development has led to many organisational resources being reserved, directed and used exclusively for the development of the select few. The difference between leader and leadership development is discussed in literature. Leader development refers to the development of an individual leader for his/her personal developmental interests. This individualistic development often occurs outside the context of that leader’s peers, team and organisation. Leadership development refers to a collective development of leaders with the primary purpose of becoming a unified coherent force for the success and sustainability of the organisation Thus, leader development is preoccupied with the improvement of a leader, whereas, leadership development is preoccupied with building collective capabilities. It is a result of the current inadequate and reductionist view of leadership development in organisations that the study seeks to suggest a systemic approach to coaching for the systemic development of leadership in organisations. A qualitative approach was employed as a research methodology, to evaluate systemic coaching implementation in depth. An interview discussion guide was used to engage respondents. Eighteen respondents were invited to participate in the study. The researcher ensured hierarchical representivity, from CEO to general workers, given the interest in the systemic nature of the coaching experienced. This was also to ensure that the study sample was representative of respondents who participated in both dyadic and systemic coaching received at NAC. Interviews were recorded, transcribed and uploaded into Atlas ti.7 software for analysis. Regarding systemic coaching, the findings showed that systemic coaching is more adequate in the systemic development of leadership rather than dyadic coaching. Systemic coaching was found to promote a collective and inclusive development of leadership and focused with optimising performance for the entire organisation rather than just individuals. Systemic coaching benefits were identified as key in enhancing leadership capabilities, in fostering innovation and in transforming organisational cultures. Eighteen areas were identified where systemic coaching can potentially make a difference in organisations. Some of those areas include, employee retention, organisational alignment and innovation. Seven critical factors to be considered when implementing systemic coaching were identified, chief among those being organisational culture and client readiness. Finally, though systemic coaching serves as no panacea to organisational challenges, it was found to be an appropriate tool for systemic leadership development. Hence it is proposed as a method to complement the dyadic coaching approach.

Effective leadership is crucial for organisational survival and growth, especially in demanding modern business environments. It is particularly challenging for women leaders who may function in gendered organisations that do not necessarily support their development. Group coaching is more time and cost-effective than individual coaching, is scalable and sustainable and is appropriate for the relational context of leadership. It is, however, in its infancy in terms of cohesive and differentiated research. This study investigated the impact of group coaching on leadership effectiveness in South African women managers. Data was gathered from pre-and-post questionnaire administrations as well as interviews and was analysed using mixed methods in comparative t-tests and thematic analysis. The findings indicated that leadership effectiveness did change significantly over a six month leadership development programme, most notably in the areas of enabling self, enabling others and self-confidence. Specific impacts of group coaching on leadership effectiveness were by increasing awareness of self and values; enabling learning through external input; enabling sharing and support through safety and a sense of direction. These themes relate to factors inherent in a group context: multiple interactions to explore identity and self, multiple feedback inputs and collective sharing and support. The respondents reported less impact in the achievement of personal goals or results. It is possible that there is a trade-off in focus on the individual’s objectives for the learning advantages of multiple interactions and exchanges in group coaching. The effects of group coaching, however, appear to be relevant for current business realities that demand modern leaders to be authentic and confident in complex and hyper-connected social environments. Women who work in male-dominated organisations may benefit particularly from alternative groups that provide safe feedback, validation and a sense of identification with similarly positioned women. This study deepened understanding of how group coaching adds value in a leadership development context. The results add to the body of knowledge on group coaching and leadership effectiveness and help to inform the practice of effective leadership in organisations, particularly for women managers.

Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2013. / Happiness and meaning in individual and organisational functioning is addressed, as well as the role of executive and business coaching in supporting this process. Theories of applied positive psychology, as the conceptual framework underpinning happiness, and philosophies of meaning, are defined and tested within a South African context of trauma and violence. Happiness, the science, is controversial, but is explored as scientific research reports positive affects that could be relevant in alleviating related SA-specific conditions of stress and dysfunction. The study is qualitative, with data collected via semi-structured one-on-one interviews. An inductive approach is applied to the interpretation of data to arrive at recurring themes. Happiness is found to be both a concept and an outcome. The outcome is shown to comprise personal needs, intrinsic motivations and balance, the sum of which represents a construct of well-being, that leads to personal growth and performance. Limitations of the intrinsic motivations on personal growth are discussed, and the meaning motivation shown to be ‘unlimited’ and sustainable. Combining the intrinsic motivations with positive behaviours, with meaning, as a central theme, is demonstrated to result in sustainable positive impacts for individuals and their organisations. Happiness and meaning, namely, well-being, are found to be important elements of individual and organisational functioning and effectiveness. Differences in frames of reference relative to happiness are relevant in the South African context and socio-economic environment. Individuals overlook potential opportunities of benefit to organisations by ignoring the socio-economic environment when restricting the influence of their roles to their internal environments. Organisations can help employees to find meaning in their work that leads to workplace happiness and work satisfaction. Organisational threats to well-being are evidenced in negative affects that impact performance and pose a potential governance risk. Reciprocal benefits to employees and employers are evident when employees are supported by effective embedded organisational well-being programmes that mitigate this risk. Threats to employees in the well-being areas of being treated as human beings, purpose, learning, and balance, are evident. This includes existential angst and loss of hope which is attributed to SA-specific socioeconomic problems of significant proportion. In combination with trauma and violence that is endemic to SA society, this results in negative affects that impact on well-being and performance. These are important areas that could benefit from coaching support. Organisations can implement coaching processes to support employees find meaning in their personal and work lives that are of benefit to organisations. Differing perceptions of coaching needs between individuals and organisations are evident. Organisations do not appear to be aware of employees’ need for coaching in the area of purpose and meaning. Specialists express discomfort when dealing with organisations on soft issues of this nature, indicative of mindsets in need of change if coaching is to be given the organisational emphasis it deserves in supporting sustainable well-being. Findings are synthesised into a conceptual model of meaning for sustainable individual and organisational well-being, with specific reference to the coaching process. The conceptual model outlines the component parts of well-being and their symbiotic and systemic relationships for supporting personal meaning at work.

Coaching has been identified as a primary means of enabling growth, development, retention and change amongst those employed in organisations. Executive and external coaching are the primary means of delivering this coaching, and, as a result, coaching often only reaches those at the most senior levels of the organisation. The use of the manager-coach in South African organisations is not widespread but coaching has been identified as a key component of effective leadership in the 21st century and it has been suggested that it is a key leadership style. This research therefore explores the roles that manager-coaches can play in an organisation as well as the skills required to optimise this role. This research therefore took place in an organisation that is implementing a manager-coach approach. Coupled with this was the concept of work-life balance and the realities that working women face in attempting to achieve work-life balance, with the primary objective of the research being to identify the roles and skills needed by the manager-coach to optimise the work-life balance of working women. The data was gathered through face-to-face interviews and contact with a representative focus group and analysed by means of content and thematic analysis. A detailed literature review covering the areas of coaching, and in particular manager-coaching, what optimal work-life balance is as well as the realities facing working women in attempting to achieve work-life balance was also conducted. The findings show that, to optimise work-life balance in working women, the manager-coach plays a critical role in communicating with working women and optimising flexibility and choice for these women. In addition to this, the findings showed that the manager-coach plays a role in facilitating the growth and development of the women who report to them, as well as enabling their performance and providing recognition. The findings showed that these roles are enabled by manager-coach skills such as empathy, support and effective communication. The research concludes by reflecting that the manager-coach has an important role to play in enabling choice and flexibility and the growth and development of working women and it is anticipated that this has a direct impact on both the work-life balance and the retention of these women in the workplace.

Made available in DSpace on 2016-04-29T13:17:55Z (GMT). No. of bitstreams: 1 Nicodemos Batista Borges.pdf: 2109507 bytes, checksum: 5a55d0e8a08002aaabf16983894e8192 (MD5) Previous issue date: 2015-03-27 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Coaching has been a growing intervention practice in Brazil and worldwide. Despite the increase in demand for this service, there are few researches to ground this practice. Behavior Analysis is a multidimensional field of knowledge, which object of study is behavior. It has well developed body of basic and advanced research and theoreticalphilosophical axis, and it has also produced a set of technologies for behavioral change. This thesis aims, in general, to discuss and this intervention practice through the optical lens of Behavior Analysis. More specifically, the thesis consists of a brief discussion of coaching and behavior analysis and presentation of three studies. Study 1 aimed to discuss the effectiveness of coaching using traditional measurements (scales and inventories), but using single subject design, respecting tradition in Behavior Analysis when delineating studies. Also, a second goal was to verify the effectiveness of the To do technique/tool, often used by those who work with coaching. Study 2 is a case study aimed to verify the effectiveness of coaching, conducted by a behavior analyst, to develop and/or maintain behaviors which prepare the individual for retirement, as in having career plans, financial reserve, care for relationships which can support her in old age (such as family, emotional and social relationships) and health care. Study 3 is a case study aimed to assess the effectiveness of coaching, conducted by a behavior analyst, to develop autonomy of thought or the Tracking kind of behavior. These studies had as participant two clients who were looking for coaching service, one behavior analyst coaching professional, and an external observer. The interventions consisted of ten individual coaching meetings for each client. In such meetings, the objectives of each client were discussed and individualized interventions were performed in order to handle contingencies that established and/or maintained behaviors related to coaching objectives. To measure result, different measurement were used, from conventional such as scales and inventories (e. g. BDI, STAI, etc.) to direct measurements of the evolution of behavior occurring during coaching meetings. The results of the studies indicated that coaching conducted by an behavior analyst was effective for both clients irrespective of the means of measurement used, both if resorting to comparison of results of traditional scoring instruments obtained before and after coaching (Study 1), as through measurements derived from direct observations. The interventions were effective in promoting both the engagement for retirement (Study 2) and the freedom of thought (Study 3). In addition, Study 1 presents evidence that the To the technique /tool is effective in evoking behaviors related to coaching objectives, that is, commitment / Coaching tem sido uma prática de intervenção crescente no Brasil e no restante do mundo. Apesar do aumento da procura por este tipo de serviço, ainda são poucas as pesquisas que dão sustentação a esta prática. A Análise do Comportamento é um campo do saber multidimensional que tem como objeto de estudo o comportamento. Tem um corpo bem desenvolvido de pesquisas básicas, aplicadas e eixo teórico-filosófico, além de ter produzido uma série de tecnologias de mudança comportamental. A presente tese visa, de modo geral, discutir e aproximar este campo do saber desta prática de intervenção. Mais especificamente, a tese é composta de uma breve discussão a respeito de coaching e Análise do Comportamento e da apresentação de três estudos. O Estudo 1 visou discutir a efetividade do coaching, utilizando-se de medidas tradicionais (escalas e inventários), porém lançando mão de um delineamento de sujeito único, característico das pesquisas na área de Análise do Comportamento. Além disso, teve um segundo objetivo que foi verificar a efetividade da técnica/ferramenta To do , frequentemente utilizada por quem trabalha com coaching. O Estudo 2 caracteriza-se por ser um estudo de caso cujo objetivo foi verificar a efetividade do coaching, feito por um analista do comportamento, em desenvolver e/ou manter comportamentos que preparem o indivíduo para a aposentadoria, no sentido de ter planos de carreira, reserva financeira, zelar por relacionamentos que possam dar suporte na velhice (como familiar, afetivo e social) e cuidar da saúde. O Estudo 3 caracteriza-se por ser um estudo de caso cujo objetivo é verificar a efetividade do coaching, feito por um analista do comportamento, para desenvolver autonomia de pensamento ou comportamento do tipo Tracking. Para estes estudos, foram participantes da pesquisa duas pessoas que procuravam um serviço de coaching, um profissional de coaching analista do comportamento e um observador externo. As intervenções consistiram de um pacote de dez reuniões de coaching individuais para cada cliente. Nestas reuniões foram discutidos os objetivos de cada um e foram feitas as intervenções individualizadas visando manejar contingências que instalassem e/ou mantivessem os comportamentos relacionados aos objetivos do coaching. Como medidas de resultado, foram utilizadas diferentes medidas, desde as convencionais como escalas e inventários (e. g. BDI, IDATE, etc.) até medidas diretas da evolução dos comportamentos que ocorriam nas reuniões de coaching. Os resultados dos estudos indicaram que o coaching feito por um analista do comportamento foi efetivo para ambos os clientes independente do meio de mensuração utilizado, tanto lançando mão de comparações de resultados de escores de instrumentos tradicionais obtidos antes e após o coaching (Estudo 1), como por meio de medidas oriundas de observações diretas. As intervenções foram capazes de promover tanto o engajamento para aposentadoria (Estudo 2), quanto autonomia de pensamento (Estudo 3). Além disso, o Estudo 1 apresenta evidências que a técnica/ferramenta To do é efetiva em evocar comportamentos relacionados aos objetivos do coaching, ou seja, comprometimento

The theoretical-methodological part of the thesis deals with the managerial audit and coaching. It describes what managerial audit and coaching is, what are their goals and focuses on problems that coach or auditor has to face. In its practical part, the thesis introduces SACH Company which goes through the managerial audit using the coaching approach. There are identified the most important problems and their solutions during coaching interviews. In conclusion, findings are summarized and evaluated.

The purpose of the diploma thesis is to introduce Inovum, o.p.s. - agency that offers professional couching to entrepreneurs and start-ups with the innovative idea and through that indirectly supports competitiveness of the Czech economy. Within the thesis, the innovation ecosystem of the Czech Republic is analyzed. In addition, marketing analysis and marketing plan for Inovum, o.p.s. is devised. The main goal is to propose a marketing plan for the agency which is in line with the real situation on the market.

Introduction: The purpose of a player development pathway is to realise the most effective methods to support young individuals to maximise their potential (MacNamara & Collins, 2015). Within a modern football academy setting, the essential developmental characteristics are often termed environmental, psychological, sociological, physiological, technical, and tactical attributes (Sarmento et al., 2018). Although these factors have been explained to independently facilitate the acquisition of expert performance, fully-integrated multidisciplinary evidence from an English context is unknown. Therefore, the aim of this study was two-fold; firstly, to analyse these respective features to determine what outcomes support greater age-specific performance within the Foundation Development Phase (FDP; under-9 to 11s) and Youth Development Phase (YDP; under-12 to 16s) at an English professional football academy. Following this investigation, this thesis examined what characteristics facilitated age-specific development across two football seasons within the same group. Methods: During the first season, a total of 98 outfield academy players (FDP n=40; YDP n=58) participated. Two professional coaches from each age group (n=14) ranked their players from top to bottom in relation to current ability from a holistic perspective. This created a linear classification with a group of ‘high-performers’ (top third) and ‘low-performers’ (bottom third) within both the FDP and YDP. Results were standardised using z-scores and the assumptions were tested using a two-tailed independent samples t-test. A total of 87 outfield players who progressed into the second season were further analysed within their respective phase (FDP n=36; YDP n=51). A combination of 34 holistic factors, that discriminated high- and low-performers in the initial investigation, were measured at two time points across two football seasons with the Participation History Questionnaire (PHQ), Psychological Characteristics for Developing Excellence Questionnaire (PCDEQ), socio-economic status, growth and maturation data, physical performance, technical tests, match analysis statistics, perceptual-cognitive expertise (PCE), and game test situations. Development was measured by comparing the delta change between the overall player profile scores from two seasonal reports. Stepwise regression analyses were conducted to assess the predictive capability of these variables on overall development. Results: Multiple factors from environmental, psychological, sociological, physiological, technical, and tactical examinations significantly discriminated high- and low-performers, within both the FDP and YDP. Following these initial findings, developmental results illustrated significant technical and tactical characteristics within the FDP, whilst significant environmental, physiological, technical, and tactical attributes were observed within the YDP. When focussing on these factors combined, total touches change (p=0.023), taking advantage of openings quality (p=0.003), and PCE ‘post’ score change (p=0.029) explained a combined 11.5% of the variance within the FDP. Within the YDP, PCE ‘at’ score (p=0.21), total sports played change (p=0.008), and total match-play hours (p=0.009) explained a combined 34.1% of the variance. Discussion: Identifying talented players as young as 8 years of age is a complex and holistic process. Thus, academy coaches and practitioners must understand the significant features, such as practice history and multi-sport engagement, psychological characteristics, socio-economic factors, physical performance abilities, technical attributes, and tactical decision making when identifying and recruiting individuals. From a talent development viewpoint, results from the FDP support the importance of technical and tactical development during middle childhood compared to other influential factors. From a YDP perspective, results support the significance of the environment players are exposed to, whilst also illustrating the importance of PCE as a key ingredient within adolescence, to support greater overall development. Therefore, professional football academies are encouraged to deliver technical and tactical specific developmental activities within the FDP, whilst offering a substantial games programme, alongside other opportunities to participate in multi-sport activities across both age phases, to support superior development. Further evidence is needed within an English context, through collaboration with other academy environments, to support these findings, whilst greater longitudinal data is also required to understand which of these characteristics are necessary to ultimately achieve senior professional status.

The aims of this thesis were to determine the relationship between transition model variables and athlete reactions to the transition event, the incidence of positive versus negative reactions to the event, identifications of variables that assisted or hindered the adaptation process, and the usefulness of the revised model for investigating a transition event. The study was conducted using a sample of adolescent athletes who participated in the residential program at the Australian Institute of Sport during the years 1993 to 1997. The findings highlighted areas for future consideration in research and development of transition programs for institutional settings / Doctor of Philosophy (PhD) (Psychology)