Thesis (M.M. (Research)--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2012. / This research was conducted to explore what factors are inhibiting the career progression of black executives in South Africa and to investigate how coaching can contribute to their development.
A qualitative approach was chosen for the research methodology, to explore the inhibiting factors and perceived coaching needs in depth. A discussion guide for semi-structured interviews was derived from a theoretical framework developed from the literature review.
Thirteen interviews were conducted with senior black male executives in the private sector, many of whom were managing directors of large corporations, but all of whom operate at the level of functional manager or higher, according to the Charan and Drotter pipeline model (Charan, Drotter, & Noel, 2011). The sample was split into executives who were coached and not coached to create some triangulation.
Interviews were recorded, transcribed and uploaded into Atlas CAQDAS software for analysis. A codebook was created deductively for the initial coding, with 140 codes, 22 categories and four themes being developed from the subsequent analysis.
Regarding inhibiting factors, the findings showed that black executives experience high levels of racism. Achieving a critical mass of black executives would create an opportunity to adopt a blend between the current common Eurocentric management style and an Afrocentric one. Aspects of black culture can be detrimental to executives’ effectiveness, particularly the ability to confront other executives as superiors or colleagues. Experience gained overseas seems to limit this effect.
Creating a positive support environment for the black executive is important for the creation of a pipeline of executives. Having a supportive family background, and maintaining a positive attitude is key. Educational background no longer appears to be an inhibiting factor, as most executives have attended historically white institutions (HWIs). Most respondents had co-opted unofficial mentors at work during their careers.
A distinct lack of visibility through substitute networks for the historical Anglo American model from schools and universities makes sourcing black male recruits
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difficult. Lack of experience is a limiting factor, and observations were unanimous in condemning the destructive effect of job-hopping on black executives’ careers.
Talent management practices were surprisingly positively reviewed; coaching is seen as beneficial for creating a pipeline.
Fifty areas for application of coaching were identified and grouped under the Katz (1974) model of skills needed for managerial practice, namely conceptual skills, human skills and technical skills.
40% of the findings revolved around human skills, both interpersonal and intrapersonal. The most important topics include: enhancing leadership, performance management, managing corporate politics, building networks, leadership style and team leadership.
In the intrapersonal category, topics noted were: raising self-esteem, coaching for performance, raising self-awareness, emotional intelligence, coaching through strengths, and coaching for transitions.
South Africa still suffers from a historical legacy, where numerous factors are inhibiting the full participation of black executives in top management at the level required to achieve a sustainable political and economic environment. Coaching was found to be a suitable leadership development tool for many applications identified in the research.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:wits/oai:wiredspace.wits.ac.za:10539/13631 |
| Date | 31 January 2014 |
| Creators | Myres, Hugh |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | application/pdf |
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