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Article

Amy Hnasko

This paper discusses the findings of a mixed-methods study of early childhood instructional coaches employed in state-funded preschool (aged three and four years) programs…

Abstract

Purpose

This paper discusses the findings of a mixed-methods study of early childhood instructional coaches employed in state-funded preschool (aged three and four years) programs in the state of New Jersey (NJ) in the United States (US), highlighting a case study of one coach that provides an example of individual and organizational factors influencing the work.

Design/methodology/approach

An online survey was distributed to all coaches (master teachers) in 35 districts' early childhood programs. Two master teachers were then studied for a period of five months. During that time, three structured interviews were conducted, focused observations occurred each month, and coach logs were collected.

Findings

The findings of the data analyses illuminated both individual (i.e., a coach's own professional development) and organizational (i.e., varying interpretations of role) factors that influenced the work of the early childhood coaches.

Research limitations/implications

The data in this paper is limited to one US state's approach to early childhood coaching. The case study data examined is limited to the contexts of the specific participating districts and master teachers involved. It is suggested that future research be conducted on a nationwide pool of instructional coaches.

Practical implications

The findings of this study highlight the role of the state in providing more guidance surrounding the primary responsibilities of the master teacher. It is suggested that further attention be placed on creating and sustaining a professional development network for the master teachers serving NJ's early childhood programs.

Originality/value

As one of the few statewide studies of instructional coaching in early childhood, this study provides insights into how policy is translated into practice.

Details

International Journal of Mentoring and Coaching in Education, vol. 9 no. 2
Type: Research Article
ISSN: 2046-6854

Keywords

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Article

Marion Jones

Mentoring and coaching are key strategies employed in workplace learning and are perceived as effective ways to provide learner support. However, there is a paucity of…

Abstract

Purpose

Mentoring and coaching are key strategies employed in workplace learning and are perceived as effective ways to provide learner support. However, there is a paucity of evidence of how research outcomes may have influenced these practices and to what extent they have benefited those involved in this process. The purpose of this paper is to demonstrate that research on mentoring and coaching can in fact result in beneficial impacts on education professionals’ learning and development.

Design/methodology/approach

The paper critically reflects on the process of developing an impact case study submitted to the UK Research Excellence Framework 2014. It seeks to make explicit the close relationship that exists between research and professional practice and how evidence of any resulting impact of research on user communities can be identified, collected and verified.

Findings

In describing the process of developing such an impact case study the article focuses on three key aspects: identifying a suitable case; meeting the criteria of high quality research; and evidencing impact. It highlights the importance of a collective, cross-professional approach and draws attention to the nexus that needs to be established between user and research communities, between academics and professional practitioners, in order to generate evidence of research impact in the field.

Originality/value

This paper brings to light the benefits research in mentoring and coaching can have on policy and practice, specifically in terms of education professionals’ workplace learning and continuing professional development in a local and international context.

Details

International Journal of Mentoring and Coaching in Education, vol. 4 no. 4
Type: Research Article
ISSN: 2046-6854

Keywords

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Article

Jane Lockwood

The purpose of this paper is to provide a theoretical framework that is of practical use to those who are coaching for enhanced communication in the contact centre industry.

Abstract

Purpose

The purpose of this paper is to provide a theoretical framework that is of practical use to those who are coaching for enhanced communication in the contact centre industry.

Design/methodology/approach

The conceptualization of this framework has emerged after several years of working, as an applied linguist and consultant in this industry.

Findings

The interdisciplinary framework proposed in this paper draws on the adult learning theory, on language assessment and applied linguistic practices and studies carried out looking at how competency is developed at work. It proposes four levels of competency from novice to expert with the attendant coaching approach to best target the needs of communications coachees in this industry.

Research limitations/implications

Implications for improved coaching practices in the contact centre industry where there is heavy investment in coaching on the floor. Research limitations are that although there is strong anecdotal evidence that this framework and approach to coaching is effective, the authors need to carry out a large-scale study showing business impact.

Practical implications

The implications for coaching practitioners are that they have an informed theoretical framework upon which to base their coaching activity. This provides a more targeted approach to the needs of coachees of different levels of experience.

Social implications

As a result of effective coaching, particularly at the early stages of working in a contact centre, the level of attrition may drop thus providing employees with work in a supportive environment.

Originality/value

No previous study has looked at how theoretical studies in adult learning and applied linguistic practice can inform communications coaching in this industry. It has also involved the quality assurance specialists in collaborating and contributing to this model.

Details

Industrial and Commercial Training, vol. 50 no. 6
Type: Research Article
ISSN: 0019-7858

Keywords

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Article

Clinton Longenecker and Rob Abernathy

Advances the view that those responsible for leading adult learning and performance improvement needs to take into account how adults truly learn.

Abstract

Purpose

Advances the view that those responsible for leading adult learning and performance improvement needs to take into account how adults truly learn.

Design/methodology/approach

Lays out eight imperatives – based on the authors' research and experience with adult learners – which must be taken into consideration when designing, implementing and assessing adult-learning experiences in the modern workplace.

Findings

Lists these imperatives as: relevance, importance and utility are paramount; hubris and ego can roadblock learning; the credibility of the information source is important; never underestimate the importance of clear learning objectives; adults learn by engagement and doing; accountability for learning is critical; adult learners need coaching and feedback; and plan to stave off learning distractions.

Practical implications

Aims to get trainers to think through the specific things that can help to increase and accelerate learning across the spectrum of adult-learning opportunities in the modern workplace.

Originality/value

Claims that, when leaders incorporate these imperatives in their learning initiatives, learning is more productive and the likelihood of a good return-on-investment rises. When these imperatives are ignored or not taken seriously, time, talent and treasure are wasted and leaders risk damaging their own credibility.

Details

Human Resource Management International Digest, vol. 21 no. 7
Type: Research Article
ISSN: 0967-0734

Keywords

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Article

Graeme Coetzer

The purpose of this paper is to conduct an empirical examination of the mediating influence of time management (TM) on relationship between adult attention deficit (AAD…

Abstract

Purpose

The purpose of this paper is to conduct an empirical examination of the mediating influence of time management (TM) on relationship between adult attention deficit (AAD) and role stress (RS).

Design/methodology/approach

In total, 117 actively employed business graduate students completed a self-report measure of RS and identified two close associates, one of which completed an observer version of the Brown Attention Deficit Scale while the other complete an observer version of a TM measure. Product moment correlations were used to test the hypotheses that AAD, TM and RS were associated. The Sobel test of mediation was used to test the hypothesis that TM mediated the relationship between AAD and RS.

Findings

AAD, TM and RS are associated with each other and TM partially mediates the relationship between AAD and RS.

Research limitations/implications

Research study is limited by a measure of AAD that may not fully represent all the key symptom clusters and an indirect workplace sample. Further investigation of AAD symptoms, including potentially positive manifestations like entre/intrapreneurial cognition and behavior, is required to stabilize the content, structure and measurement of the construct.

Practical implications

Organizations wishing to ensure timely completion of tasks and limit disruptive RS need to be aware of the influence of AAD. The provision of TM training, productivity management tools and an organized work space free of distractions is suggested for disordered employees. Various forms of organizational coaching including a peer coaching system may help disordered employees better manage both their time and their role. The effective design and management of teams represents a significant opportunity for effectively distributing the potential benefits of the disorder while managing deficits like poor TM and increased RS. Organizational development interventions that focus on TM and role (re)negotiation are suggested. Employee assistance programs that raise awareness and provide access to assessment are an important part of multimodal management of the disorder.

Social implications

Increasing social, economic and legal pressures to provide reasonable accommodation for functional but disordered employees and take appropriate advantage of employee diversity underscores the general social value of this research.

Originality/value

This research study is the first empirical examination of the mediating influence of TM on the relationship between AAD and RS. The results are of value to researchers, organizational development specialists, human resource management specialists, managers and employees who are seeking effective multimodal management of the disorder in the workplace.

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Article

Jennifer Bowerman and Gordon Collins

Coaching networks have been implemented in some Canadian companies as a way of building personal innovation and creativity. The authors describe how such a network can be…

Abstract

Coaching networks have been implemented in some Canadian companies as a way of building personal innovation and creativity. The authors describe how such a network can be developed using just‐in‐time adult education principles, within an interpretive paradigm. Dialogue and conversation through coaching are used as a potential vehicle to bring about both individual and organizational transformation. Program participants value the network in terms of the opportunity both to learn new and useful skills for the workplace, and the opportunity to build self‐confidence through relationships with others in the organization. Key issues for the authors include the need to build in‐house expertise, ownership of the program, and the amount of structure necessary to maintain program integrity yet still permit maximum creativity on the part of participants.

Details

Journal of Workplace Learning, vol. 11 no. 8
Type: Research Article
ISSN: 1366-5626

Keywords

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Abstract

Details

Maturing Leadership: How Adult Development Impacts Leadership
Type: Book
ISBN: 978-1-78973-402-7

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Book part

Lydia Loizides

Talentedly is a startup focused on delivering accessible, actionable, and affordable one-on-one professional coaching virtually and at scale. By leveraging technology to…

Abstract

Talentedly is a startup focused on delivering accessible, actionable, and affordable one-on-one professional coaching virtually and at scale. By leveraging technology to deliver every aspect of the experience, Talentedly is able to ensure the quality and consistency of service and measure the impact that professional and career coaching has on individual and business outcomes. This case study explores three areas of professional coaching in the digital age: market size and overall state of coaching in the US market, a review of meta-analyses that measure the impact of coaching on the individual and company, and the outcomes, potentially predictive, of self-assessment criteria on the completion of virtual one-on-one professional coaching.

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Article

Doo Hun Lim, Woocheol Kim and Heh Youn Shin

The purpose of this paper is to examine the mediating role of the attitudes toward seeking professional psychological help between career adaptability and active job…

Abstract

Purpose

The purpose of this paper is to examine the mediating role of the attitudes toward seeking professional psychological help between career adaptability and active job search behavior of older workers in South Korea.

Design/methodology/approach

From a review of related literature, six study hypotheses were developed to test the structural relationship between the variables.

Findings

This study identified that attitudes toward seeking professional psychological help mediated the relationship between career adaptability, the value of career coaching and active job search behavior.

Practical implications

A successful job search requires the use of substantial self-control and self-regulation skills, and there can be effective training in all these skills of self-disciplining when older workers can find a high level of value from career coaching programs.

Originality/value

Despite the growing popularity of career support programs, the quality of career coaching programs and participants’ perceived value toward them are critical to illicit positive outcomes of such programs. This study supports this premise by revealing a structural relationship between career adaptability, perceived value of career coaching, attitudes toward seeking professional career help and active job search behavior.

Details

International Journal of Manpower, vol. 40 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

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Article

Graeme Coetzer

– The purpose of this paper is to examine the relationship between adult attention deficit (AAD) and the operational effectiveness of project managers (OEPM).

Abstract

Purpose

The purpose of this paper is to examine the relationship between adult attention deficit (AAD) and the operational effectiveness of project managers (OEPM).

Design/methodology/approach

In total, 160 actively employed business graduate students participated in a business course where they were assigned to four person project teams responsible for completing a major business project. The project contained four sub-projects each of which was managed by a different team member. At the end of the semester each team member rated the others on their operational effectiveness as a project manager. Each subject identified a close associate who completed an observer version of the Brown Attention Deficit Scale. Product moment correlations were used to test the hypotheses that AAD and each of the symptom clusters are negatively associated with OEPM. Simultaneous linear regression was used to test the hypothesis that difficulties activating and organizing to work (DAOW) is uniquely associated with OEPM after controlling for the influence of all the other symptom clusters.

Findings

AAD and each of the symptom clusters is negatively associated with OEPM, and DAOW is uniquely associated with OEPM.

Research limitations/implications

Research study is limited by use of an indirect work sample (working graduate students) and future research requires direct workplace samples of project managers. The influence of creativity within the relationship between AAD and project management effectiveness requires further investigation and may reveal beneficial aspects of the disorder.

Practical implications

Individuals and organizations wanting to ensure timely and successful completion of key tasks and projects need to be aware of the influence of AAD on OEPM. The provision of intensive project management training/coaching, regular performance feedback, project management tools and an organized work space free of distractions is suggested for disordered project managers. Disordered project managers are especially vulnerable during the task activation and organization phase which may be addressed through the use of peer coaching and constructive team support. The effective design and management of project teams represents a significant opportunity for distributing the potential creative benefits of the disorder while managing the deficits. Pairing disordered employees with coworkers who are less creative but have better administrative skills may be mutually beneficial. Employee assistance programs that raise awareness and provide access to assessment are an important part of multimodal management of the disorder.

Social implications

Increasing social, economic and legal pressures to provide reasonable accommodation for functional but disordered employees, be more inclusive and take appropriate advantage of employee diversity underscores the general social value of this research.

Originality/value

This research study is the first examination of the influence of AAD within the nomological network that determines project manager effectiveness. The results are of value to researchers, organizational development specialists, human resource management specialists, managers and employees who are seeking effective multimodal management of the disorder in the workplace.

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