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Organizational and Executive Coaching as an Academic Field of Study
Organizational and executive coaching as they are known today gained popularity in the 1980s and 1990s, but they have seen an enormous amount of growth in the 21st century (Ciporen, 2015). One industry study in 2013 estimated that the executive coaching industry would have almost $2 billion in revenue that year and will likely keep growing (Ciporen, 2015). One industry expert is quoted as saying that coaching is becoming both a rapidly growing tool for developing managers and a key activity in helping human resource development with its learning and development goals (Ciporen, 2015). Underhill, McAnally, and Koriath researched executive coaching in 2007. They found that 63% of organizations in their study “expected to increase their use of coaching over the next five years” and that 92% of those “who have been coached indicate they would hire one again” (Underhill et al., 2007, p. 5). According to multiple sources, the executive coaching industry is growing quickly and is very important to organizations and their leaders. Therefore, it is important for doctoral students in a business program to study executive and organizational coaching so that they are better prepared to hire and work with coaches when needed and able to use coaches to improve an organization and its people.
Top Questions that Demonstrate a Student’s Competency in BUSI 755 Organizational and Executive Coaching
Executive and organizational coaching is a large industry that encompasses many definitions of coaching, many different types of coaching, and many different approaches to coaching. Therefore, it is nearly impossible for a student to become an expert in this topic with only one course. However, there are some core concepts that can be studied and learned enough so that students are able to understand and appreciate the role of executive and organizational coaching in an organization. The following questions include the key areas of this course that demonstrate a student’s competency in BUSI 755 Organizational and Executive Coaching.
What is organizational and executive coaching?
Students who finish this course should be able to explain the basics of organizational and executive coaching. The experts agree that there are countless definitions for organizational and executive coaching. Underhill et al. say there are as many definitions as there are coaches, but define executive coaching simply as “the one-to-one development of an organizational leader” (2007, p. 8). Bergquist and Mura talk about coaching in comparison to consulting and counseling and describe it as addressing “the interplay between feelings, reasoning and the resulting will to action” (2011, p. 7). Although there is not a clearly defined main definition of executive and organizational coaching, most definitions have common themes and students should be able to explain and/or discuss these.
How can executive and organizational coaching affect an organization?
The need for and utilization of executive and organizational coaching is growing, as mentioned earlier in this post, and all organizations could most likely benefit from the use of executive and organizational coaching. Therefore, students who have completed this course need to understand how executive and organizational coaching can affect an organization. Many experts agree that coaching is an important practice that can have a great impact on organizations. One article reviewed significant amounts of literature on the topic and called executive coaching a top leadership development tactic (Maltbia, Marsick, & Ghosh, 2014). Atkinson wrote an article about the return on investment of executive coaching, which he believes is high, and had this to say: “Effective coaching will deliver performance faster, stronger and deeper than traditional organisational training interventions” (2012, p. 20). It is clear that coaching can have a significant impact on organizations and students should understand this concept.
How does an organization decide when it needs to use executive and/or organizational coaching and what type of coaching it needs?
Different organizations in different situations will need different types of coaches at different times. Students completing this course should know what factors to consider in order to decide on what type of coach to hire and when.
What are the three main types of coaching strategies?
Bergquist and Mura discuss three main types of coaching strategies – behavioral, decisional, and aspirational (2011). Each coaching strategy includes multiple models as well. Students completing this course should know, understand, and be able to explain the differences between these strategies. Many coaching engagements will include all three strategies, but many will not (Bergquist & Mura, 2011). It is important for students of this course to comprehend the differences in coaching strategies and models so they can find the right coach for their organization’s needs.
How can a biblical worldview be integrated into executive and organizational coaching?
As Christian students at Liberty University, it is important to understand and be able to integrate the biblical worldview of executive and organizational coaching. The practice of coaching affords coaches many opportunities to demonstrate God’s love to their clients and the organizations with which they work, so students of this course must understand the biblical worldview of coaching.
Why Organizational and Executive Coaching is Significant for Advancing God’s Purposes for Business On Earth
In Genesis 1:31, Keller and Alsdorf state that God shows us that He works and that work is to be a blessing (2012): “God saw all that he had made, and it was very good.” (English Standard Version). Keller and Alsdorf describe how work was always part of God’s plan for humans and that work was to be a blessing and not a curse (2012). They give Genesis 2:15 as an example of this: “The Lord God took the man and put him in the garden of Eden to work it and keep it” (ESV). Keller and Alsdorf also wrote about how work is a way in which people can use their God-given abilities to help others (2012). All of these concepts and verses are important to the discussion of how coaching is significant for advancing God’s purpose for business on earth. Coaches can help their clients fulfill their calling by helping them become better at their jobs and better able to serve others. As previously discussed, coaching can greatly impact leaders within an organization and the organization as a whole. Therefore, coaching is helping to make work a blessing and not a curse, serving others, and enabling others to better do their work and serve others.
References
Atkinson, P. E. (2012). Return on investment in executive coaching: Effective organisational
change. Management Services, 56(1), 20-23. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1008657809?accountid=12085
Bergquist, W., and Mura, A. (2011). Coachbook: A guide to organizational coaching strategies & practices. Author.
Ciporen, R. (2015, Dec). The emerging field of executive and organizational coaching: An overview. New Directions for Adult and Continuing Education, 2015(148), 5-15. https://doi-org.ezproxy.liberty.edu/10.1002/ace.20147
Keller, T., Alsdorf, K. L., & Redeemer Presbyterian Church. (2012). Every good
endeavor: Connecting your work to God’s work. New York, N.Y.: Dutton.
Maltbia, T.E., Marsick, V.J., and Ghosh, R. (2014, Feb. 13). Executive and organizational
coaching: A review of insights drawn from literature to inform HRD practice. Advances in Developing Human Resources, 16(2), 161-183. https://doi-org.ezproxy.liberty.edu/10.1177/1523422313520474
Underhill, B.O., McAnally, K., and Koriath, J.J. (2007). Executive coaching for results: The
definitive guide to developing organizational leaders. Oakland, CA: Berrett-Koehler Publishers, Inc
