Schools across the country are dedicating significant resources to the selection, adoption, and durable implementation of evidence-based practices (EBPs); however, the research-to-practice gap remains a significant challenge facing education today (DuFour & Mattos, 2013). Coaching is one of the implementation variables most consistently cited for improving the high-fidelity adoption of new practices. This study used two concurrent multiple baseline, single-case designs across participants with counterbalanced intervention phases to examine the effects of coaching on teachers’ use of evidence-based, class-wide behavior management practices. Specifically, the study examined the extent to which a functional relation exists between (a) coach-delivered prompting, (b) coach-delivered performance feedback, and (c) the interaction effects of coach-delivered prompting with performance feedback and an increase in teachers’ use of evidence-based classroom management practices and a decrease in class-wide disruptive behavior. Results indicate that coach-delivered prompting and performance feedback is functionally related to an increase in teacher use of evidence-based classroom management practices and a reduction in classroom disruption; however, no additional effects were observed when prompting and performance feedback were delivered together. Potential contributions of the study are discussed in terms of establishing a more nuanced understanding of the active ingredients of effective coaching to support the selection, training, evaluation, and ongoing support of coaches in K-12 educational settings.

Made available in DSpace on 2014-06-12T15:06:50Z (GMT). No. of bitstreams: 2 arquivo1311_1.pdf: 6900408 bytes, checksum: 537ce38d33ca5908672fd5cb99d77c40 (MD5) license.txt: 1748 bytes, checksum: 8a4605be74aa9ea9d79846c1fba20a33 (MD5) Previous issue date: 2006 / Este estudo verificou como ocorrem as relações informais de mentoria nos relacionamentos profissionais entre colegas mais experientes e novatos na Superintendência Regional da Receita Federal na 4ª Região Fiscal SRRF04, conforme o modelo de KRAM (1985) e validado por NOE (1988) (chamado de Modelo Internacional). A partir dessa verificação, foram construídos modelos de relações mentoria prospectados entre os profissionais da SRRF04. Para a produção dos resultados deste estudo foi utilizada uma abordagem de estudo de caso, seccional, de caráter descritivo, de categoria quantitativa e qualitativa. Os resultados indicaram que mais de 90% dos profissionais pesquisados confessaram ter participado de relações informais de mentoria. Quanto aos estudos sobre o exercício das funções de mentoria, observou-se que, em primeiro lugar, as mais importantes são aquelas que tratam da transferência de conhecimento e liderança. Em segundo lugar, as funções que mostram o profissional como modelo e as que incluem amizade e aconselhamento. Na comparação dos modelos prospectados com Modelo Internacional foram observadas fortes semelhanças estruturais. Entretanto houve diferenças razoáveis na composição das funções de mentoria e na importância dada a cada uma delas. Uma semelhança irrefutável entre os referidos modelos foi a constatação da divisão das funções de mentoria em duas categorias: I - funções de apoio ao desenvolvimento da carreira profissional; II - funções de apoio psicossocial. Um resultado muito nítido que pôde ser observado foi, que na percepção dos profissionais pesquisados, as relações de mentoria atendem prioritariamente à transferência de conhecimento

Deporwork es una empresa especializada en la organización de eventos lúdicos y deportivos corporativos, con la finalidad de mejorar el rendimiento laboral de los colaboradores reduciendo los niveles de estrés a los cuales se enfrentan. Además, del descubrimiento de talentos a través de la identificación y desarrollo de sus habilidades blandas. / Deporwork is a company specialized in the organization of corporate sports and leisure events, with the aim of improving the work performance of employees by reducing the levels of stress they face. In addition, the discovery of talents through the identification and development of their soft skills.

Le recours au coaching comme outil de développement des cadres a augmenté de manière exponentielle au cours de cette dernière décennie. Cependant, les études empiriques sur l’impact du coaching professionnel et les mécanismes à l’œuvre dans celui-ci restent rares.<p>Notre recherche vise à répondre à ce manque en étudiant (a) l’impact d’une intervention de coaching professionnel sur les compétences managériales, l’intelligence émotionnelle, le bien-être et l’atteinte des objectifs, (b) les facteurs qui jouent un rôle dans le succès de l’intervention et les mécanismes par lesquels le coaching produit du changement chez les individus.<p>Pour étudier ces questions, une étude longitudinale a été menée sur 50 cadres à haut-potentiel d’une grande entreprise de télécommunications. Les cadres étaient répartis aléatoirement entre le groupe expérimental (25 participants) et le groupe contrôle (25 participants). L’ensemble des participants a passé une évaluation à 360° de leurs compétences managériales, ainsi que différents questionnaires d’intelligence émotionnelle, de personnalité et de bien-être. Suite à ces évaluations, les 25 participants du groupe expérimental ont reçu 7 sessions de coaching étalées sur un an. L’année suivante, les 50 participants ont repassé les mêmes tests. Des entretiens semi-directifs ont ensuite été menés avec les participants du groupe expérimental afin de recueillir leurs auto-évaluations et perceptions des facteurs qui ont joué un rôle déterminant dans leur évolution. Toutes les sessions de coaching ont été données par le même coach, l’auteur de l’étude, afin de stabiliser et de contrôler la méthodologie de coaching adoptée avec les différents participants.<p>Les analyses statistiques sur les données quantitatives indiquent un impact positif et significatif du coaching sur les compétences managériales et l’atteinte des objectifs de développement. L’impact sur l’intelligence émotionnelle et le bien-être dépend lui des dimensions spécifiques considérées. Les analyses qualitatives des entretiens rétrospectifs menés avec les coachés mettent en évidence les différents facteurs vécus comme clés par ceux-ci, ainsi que les mécanismes par lesquels ces facteurs impactent le succès de l’intervention de coaching.<p>Les implications théoriques et pratiques de ces résultats sont discutées, notamment en termes de compréhension des mécanismes de changement à l’œuvre dans le coaching et d’amélioration des dispositifs de coaching et de formation professionnelle des coachs.<p> / Doctorat en Sciences économiques et de gestion / info:eu-repo/semantics/nonPublished

14 Congreso Mundial de Psicología del Deporte, llevado a cabo del 10 al 14 de Julio de 2017 en Sevilla, España. / Motivational climate generated by the coach: players' perception of the way in which they constitute the activities, organizes the group giving them opportunities and authority, and the way in which it communicates, providing feedback regarding performance and effort in practice (Marques, Nonohay, Koller, Gauer & Cruz, 2015). Ames (1995) and Nicholls (1989), there are two types of athletes' orientations as to the way in which they seek to achieve their goals. Task Orientation Ego Orientation Physical self-concept: It is the overall perception and perception that a person possesses of his / her own physical, which reflects the judgment of competence, physical condition and appearance (Hagger, Hein & Chatzisarantis, 2011) Objective: relationship between motivational climate and physical self-concept in adult athletes competing in equestrian jumping of various equestrian clubs of Lima city

Counselling and coaching use specialised skills to help individuals address problems and make a positive change (Egan, 2010). Whilst sharing many commonalities with counselling, the coaching industry has endeavoured to define boundaries between the helping approaches to establish discrete areas of practice. However, rather than observe theoretical boundaries, many coaches rely on personal experience to idiosyncratically define boundaries in practice (Maxwell, 2009; Price 2009). The reliance on experience to inform practice judgements has significant implications for novice coaches. Without the advantage of contextual knowledge to assist with identifying boundaries, it is important that newly trained coaches are aware of working within their competency to ensure good practice. To investigate whether clear boundaries could be identified, a mixed-methods approach was used to explore novice coaches’ and experienced coaches’ and counsellors’ experiences of working with the boundaries between the helping approaches. Study one incorporated a survey and Interpretative phenomenological analysis of interview transcripts to investigate novice coaches’ perceptions of boundaries. Study two utilised a survey design to gain a broad understanding of experienced counsellors’ and coaches’ perspectives, while Study three involved an in-depth analysis of the experiences of 20 coaches and counsellors working with boundaries between coaching and counselling in practice. Findings from the first study indicated novices’ confusion and inconsistencies when identifying the differences between the approaches. The results suggested that newly trained coaches may work beyond their competencies when working with mental health problems in practice. Results from studies with experienced practitioners indicated that there is a large overlap between the helping approaches and identified different ways of working with boundaries. Some practitioners were adamant that boundaries should be preserved between coaching and counselling. However, a third of practitioners surveyed indicated that integrating approaches would be beneficial to meet the clients’ needs. The thesis illustrates practitioners’ concerns relating to the content and provision of coach training programmes and offers recommendations that aim to encourage a review of minimum standards in coach education. In addition, collaboration between coaching and counselling professional bodies is suggested to establish ethical guidelines for coaches and counsellors who wish to blend coaching and counselling practice.

Cancer incidence is increasing and so are survival rates. The aftermath of cancer includes multi-dimensional and long-lasting effects that prevent individuals from recovering and re-integrating into their daily routines. Cancer systems attend to patients during diagnosis and treatment, but often fall short in providing continuity of care afterward. This results in a considerable number of individuals living with the effects of cancer, with little support care. While there are evidence-based recommendations to improve follow-up cancer care, the extent to which they have been implemented remains unknown. To support the needs of cancer survivors The Ottawa Regional Cancer Foundation developed a Cancer Coaching Program (CCP). As life and health coaching interventions have been shown to benefit this population, this study aimed to explore the impacts of the CCP on the lives of cancer survivors. Using a grounded theory approach, the experiences of (n=12) cancer survivors who had previously participated in the program were explored, to create an explanatory model. Descriptive results depicted various beneficial outcomes to participating in the CCP. The dominant role of the CCP is to support survivors by “bridging the gap” to survivorship, through tailored coaching services. This study provides insight into the mechanisms that work for this cancer coaching program, which may be helpful for other programs exploring strategies to assist this population.

The purpose of this dissertation was to a) examine the correlational relationships between Canadian university athletes’ perceptions of coach leadership behaviours and their perceptions of positive developmental outcomes (e.g., life skills) and negative experiences related to university sport, and b) explore how coach leadership behaviours and the associated developmental outcomes and negative experiences were described by both coaches and athletes. Data for this dissertation were collected over four stages. In Stage One, an online survey was used to collect data from a pan-Canadian sample (n = 605) of university athletes. In Stage Two, semi-structured open-ended interviews were conducted with fifteen university athletes. In Stage Three, semi-structured open-ended interviews were conducted with fourteen university coaches. In Stage Four, an online survey was used to collect data from a second pan-Canadian sample of university athletes (n = 498). Five articles were written to address the purpose of this dissertation. In Article One, data from two pan-Canadian samples of athletes were used to modify and confirm a new measurement tool known as the University Sport Experience Survey (USES). The USES provides a reliable and factorially-valid instrument for measuring development in university sport. In addition, Article One provided the first operational definitions of the positive developmental outcomes and negative experiences that could be reliably and validly assessed in a university sport context. Article Two qualitatively explored athletes’ perceptions of the developmental outcomes associated with their participation in university sport, as well as their perceptions of transfer. Results provided additional support for certain USES categories to be used for understanding positive development within the context of Canadian university sport programs. Further, results suggested university sport programs offer rich opportunities for developing skills, qualities, experiences, and relationships needed to become functioning members in our society. In Article Three, quantitative survey data were used to assess the cross-sectional relationships between athletes’ perceptions of their coaches’ leadership behaviours and outcomes from the USES. Coach leadership behaviours were conceptualized within the Full Range Leadership Model and assessed using the Multifactor Leadership Questionnaire. Findings showed that transformational coaching was generally related to positive developmental outcomes and inversely related to athletes’ negative experiences in sport. Moreover, coaches’ passive/avoidant behaviors were commonly related to athletes’ negative experiences in university sport. Contrary to expectations, passive/avoidant coaching behaviors were also positively related with a number of positive developmental outcomes. Article Four qualitatively assessed athletes’ perceptions of who they believed was responsible for their positive development within the university sport context. Athletes specified other athletes, the head coach, the coaching staff, and their parents as the people who influenced their positive development within the context of university sport. Notably, athletes felt they themselves were the ones who contributed the most to their own development. Article Five qualitatively explored coaches’ perceptions of and strategies for fostering their athletes’ positive development through university sport. The coaches believed there were inherent conditions surrounding university sport that facilitated positive development. However, the coaches maximized their athletes’ development by establishing a support network, building team culture, and empowering their student-athletes by teaching them fundamental skills related to self and social regulation. Together, the five articles make novel theoretical and practical knowledge contributions to the field of positive development through sport, and set a precedence for positive development research in university sport, as well as other emerging adult sport contexts.

El Coaching ejecutivo se ha desarrollado de forma creciente en las últimas décadas, derivando en variados enfoques teóricos, ocupando distintas herramientas de intervención y evaluación, y practicado por miles de profesionales alrededor del mundo. La encuesta Sondeos de Prácticas de Coaching, es un acercamiento exploratorio descriptivo a características del Coaching en la Región Metropolitana, desde la perspectiva del Coachee, que busca dilucidar cuál es la realidad de esta práctica en Chile, así como constituirse en una primera aproximación a la misma.

El presente plan de negocio detalla los puntos a tomar en cuenta para implementar un centro de servicios de coaching dirigido a mujeres. Contiene la idea del negocio, el análisis de entorno y del sector, el sondeo de mercado y los planes funcionales. La idea de negocio nació al analizar las nuevas tendencias de servicios en el mercado. Los autores de la investigación identificaron que el coaching se encuentra en plena fase de crecimiento pero enfocado mayormente al ámbito laboral, y se plantearon la posibilidad de brindar un servicio integral solo para mujeres. Los autores identificaron una evolución en las mujeres de los niveles socio económicos (NSE) A y B, segmento al que se enfoca el plan de negocio. En este segmento, las mujeres trabajan de manera independiente o dependiente, y están dispuestas a invertir en su autorrealización debido a que enfrentan a nuevos retos y responsabilidades en todos los ámbitos en que se desenvuelven (personal, familiar, laboral, etcétera). Para aprovechar esta tendencia se analizaron las características que satisfacen sus necesidades en cuanto al coaching se refiere, proponiendo un concepto novedoso, mejorado y personalizado, teniendo como resultado un centro de coaching para mujeres. Para definir el alcance real del servicio y la demanda estimada se recurrió al juicio de expertos, y se realizaron encuestas y focus group al mercado meta. Luego de analizar los resultados se confirmó que el mercado es atractivo. En la actualidad existen servicios que brindan coaching al público en general; sin embargo, no existen centros de coaching dirigido a las mujeres que abarquen todas las aristas que tienen impacto en su bienestar. El servicio desarrollará una estrategia por diferenciación, brindando una experiencia única y exclusiva al cliente; además, se contará con servicios complementarios como talleres, charlas, conferencias, etcétera. El local de atención se ubicará en una zona céntrica y se contará con el apoyo de profesionales de prestigio comprobado.