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Temporal Ordering of Dynamic Expression Data from Detailed Spatial Expression Maps
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A Temporal Map of Coaching.

Tim Theeboom1, Annelies E M Van Vianen1, Bianca Beersma2

  • 1Department of Work and Organizational Psychology, University of AmsterdamAmsterdam, Netherlands.

Frontiers in Psychology
|August 30, 2017
PubMed
Summary
This summary is machine-generated.

Coaching helps employees navigate workplace changes by guiding them through self-regulation stages. This framework maps coaching interventions to enhance employee well-being and adaptation in dynamic work environments.

Keywords:
Trans Theoretical Model of Changeability to changeawarenesscoachingintegration of learningsplanningwillingness to change

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Area of Science:

  • Organizational Psychology
  • Behavioral Science
  • Human Resource Development

Background:

  • Modern work environments present challenges like economic pressures and technological shifts, increasing employee stress and burnout.
  • Coaching is increasingly sought by employees to manage change and improve well-being, but lacks robust theoretical frameworks.
  • Existing research confirms coaching effectiveness but needs a structured approach for cumulative knowledge and evidence-based practice.

Purpose of the Study:

  • To develop an integrated theoretical framework for the coaching process using a temporal lens.
  • To link psychological concepts to coaching stages and identify crucial coachee competencies.
  • To provide a temporal map of coaching to guide practice and future research.

Main Methods:

  • Conceptual analysis of the coaching process through a temporal perspective.
  • Integration of seminal psychological concepts with coaching stages.
  • Identification of essential coachee competencies at each stage of change.

Main Results:

  • A temporal map of coaching is proposed, outlining key stages: preparatory contemplation, contemplation, planning, and maintenance/termination.
  • Specific coach interventions are recommended for each stage: enhancing mindfulness, fostering self-efficacy, goal-setting, and stimulating reflection.
  • Coachee competencies like mindfulness, environmental receptiveness, willingness to change, self-efficacy, and reflection are highlighted as crucial.

Conclusions:

  • The temporal coaching framework enhances understanding of coaching's role in dynamic work environments.
  • The framework offers practical suggestions for coaches to foster employee adaptation and sustained well-being.
  • This model provides a foundation for future theory development and empirical research in coaching psychology.