Coaching Research Lab - Research Briefings

The quest to obtain and maintain a competitive edge on the part of an organization often instills high expectations and other burdening constraints on organizational leaders. Such constraints often serve to stymie critical self-reflection and, subsequently, innovative thinking on the part of these l...

In our own coaching practices, or in our coaching relationships with others, there is a persistent quest to strike up the right chemistry between coach and coachee. A significant body of academic work has promoted the importance of coaching relationships being coachee-centric - that is, coaching sho...

As coaches, we universally understand and appreciate the power and impact of coaching. In our coaching practices, we have all witnessed the learning, adaptability and positive changes in developmental trajectories that are afforded to our clients in the context of coaching engagements built around t...

What is a practical theoretical framework for coaching? Does coaching actually work? What makes a difference in the coach-coachee relationship? And how can findings from coaching better contribute to a general understanding of psychology? These were the questions that Anthony M. Grant from the Coach...

Executive coaches have access to a potentially huge number of possible coaching interventions that can each be used to facilitate 'best practice.' Conversely, our coachees have a similarly large number of potential responses that they could evoke in response to these interventions. As a result, ther...

A major supportive element of coaching-based research is cross-cultural generalizability. When particular findings are derived from a non-Western academic study, they arguably lend even greater support to certain aspects of the literature within the scholarship of coaching than those drawn from typi...

Do people respond differently to coaching as they get older? This was the question that Lois Tamir and Laura Finfer of Leadership Excellence Coaching sought to answer in an article recently published in Consulting Psychology Journal: Practice and Research. The authors carefully reviewed a selection...

Attitudinal and behavioral changes on the part of a coachee are often thought to be the hallmarks of a successful coaching intervention. Two useful proxies for determining these kinds of changes are receptiveness to feedback on the part of the coachee and the development of a coachee's level of self...

Change and complexity are perhaps the most reliable constants in organizational life. The ability of individuals to navigate an ever-changing organizational landscape is one of the most prized developmental milestones among leaders and employees aspiring toward superior job performance. Relatedly, t...