Show simple item record

dc.contributor.advisorCasey, Debra
dc.creatorJames-Boone, Tangi
dc.date.accessioned2023-05-22T19:56:22Z
dc.date.available2023-05-22T19:56:22Z
dc.date.issued2023
dc.identifier.urihttp://hdl.handle.net/20.500.12613/8508
dc.description.abstractProfessional coaching has extended from the C-Suite's upper echelons to the mainstream and emerged as a viable customizable human capital management initiative democratizing professional coaching (Colletta, 2020; Joo, 2005; Kampa-Kokesch & Anderson, 2001). Experienced professional coaches often refer to "coachability," which is a component of a successful coaching engagement. However, the term needs to be researched and expanded upon in the current professional coaching literature. Current research on coachability follows within sports, sales performance, entrepreneurship, and workplace/employee.This mixed-method (survey and semi-structured interviews) exploratory study identified that professional development coachability exists and possesses identified specific associated attributes. This understanding was essential in establishing a professional development coachability construct, definition, and profile. Professional development coachability (PDC) is a complex system or construct that intersects in personal traits, coach and coachee dynamics, and social, environmental, and psychological components. PDC has been defined as an amalgamation of external and internal factors that align at a specific moment under specific circumstances. It is complex, malleable, and impacted by the circumstances and conditions in and around the coaching engagement. Study 1 (survey, n=209) identified the internal/intrinsic behavioral factors that influenced professional development coachability through the eyes of experienced professional coaches. This study resulted in a five-item coachability profile established by quantitative [(N of Items=5) Cronbach's Alpha .75, Cronbach's Alpha Based on Standardized Items of 0.76 and a valid n=40] and supported qualitatively. Study 2 (semi-structured interviews/mini survey, n=44) was conducted with experienced professional coaches, a subset of the survey participants, almost one year after the initial Study 1. Based on the results of the five-item survey in Study 2, the five-attributes profile from Study 1 was supported quantitatively by Study 2 [(N of Items=5) Cronbach's Alpha .70, Cronbach's Alpha Based on Standardized Items of .70 and a valid n=44]. The profile presents critical attributes or factors that a client/coachee intrinsically brings (perception of coachability) to support the coaching process. Subsequently, the five attributes/factors profile and identified external factors inductively derived from Study 2 set the foundation for an initial definition and theoretical framework for professional development coachability. Keywords: coachability, executive coaching, professional coaches, leadership development, definition, personal and professional development, internal and external factors, theoretical framework, exploratory mixed-method
dc.language.isoeng
dc.publisherTemple University. Libraries
dc.relation.ispartofTheses and Dissertations
dc.rightsIN COPYRIGHT- This Rights Statement can be used for an Item that is in copyright. Using this statement implies that the organization making this Item available has determined that the Item is in copyright and either is the rights-holder, has obtained permission from the rights-holder(s) to make their Work(s) available, or makes the Item available under an exception or limitation to copyright (including Fair Use) that entitles it to make the Item available.
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/
dc.subjectBusiness education
dc.subjectCoachability
dc.subjectDefinition
dc.subjectExecutive coaching
dc.subjectExploratory mixed-method
dc.subjectPersonal and professional development
dc.subjectTheoretical framework
dc.titleCOMPETITIVE ADVANTAGE OR NON-STARTER: COACHABILITY FROM THE PERSPECTIVE OF EXPERIENCED PROFESSIONAL COACHES
dc.typeText
dc.type.genreThesis/Dissertation
dc.contributor.committeememberAndersson, Lynne Mary
dc.contributor.committeememberBlau, Gary J.
dc.contributor.committeememberWeiss, Jake
dc.description.departmentBusiness Administration/Human Resource Management
dc.relation.doihttp://dx.doi.org/10.34944/dspace/8472
dc.ada.noteFor Americans with Disabilities Act (ADA) accommodation, including help with reading this content, please contact scholarshare@temple.edu
dc.description.degreeD.B.A.
dc.identifier.proqst15251
dc.creator.orcid0009-0002-9527-2684
dc.date.updated2023-05-19T01:08:13Z
refterms.dateFOA2023-05-22T19:56:23Z
dc.identifier.filenameJamesBoone_temple_0225E_15251.pdf


Files in this item

Thumbnail
Name:
JamesBoone_temple_0225E_15251.pdf
Size:
1.974Mb
Format:
PDF

This item appears in the following Collection(s)

Show simple item record