Leadership presence as experienced by executive women
- Authors: Sokhela, Bongiwe Z. R.
- Date: 2019
- Subjects: Leadership , Businesswomen , Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292083 , uj:31736
- Description: MPhil. (Leadership Coaching) , Abstract: This study indicates, through the application of a qualitative methodology to understand the experiences of women executives’ leadership presence, that there are specific areas of focus that executive coaches can put more emphasis on in order to enhance the coaching of executive women leaders, to enable improved leadership effectiveness. A sample of eight executive women was purposefully selected to participate in this study. There was a fair representation of racial demographics. A semi-structured interview process with four broad questions was used to explore how the executive women leaders experience their own leadership presence, with an aim of extrapolating deep meaning from their personal leadership experiences. The thematic analysis of the interviews led to the identification of a set of ten themes that deductively emerged, within the constructivism and interpritivism paradigms, to highlighting key areas of focus in the development of executive women’s leadership presence. The strong emergence of the gender identity consciousness of the participants was one of the core themes that emerged from the data. This finding supports recent literature suggesting the need for gender-sensitive coaching, which is a perspective that is currently underexplored in academic literature. The other common themes included the need to enhance enablers to support the growth of female leaders into executive positions, specifically, areas dealing with expertise, influence, confidence, connecting with others, authenticity, preparedness, effectiveness, and the ability to appear in control and be inspirational. Some of these themes are supported by other leadership presence coaching models investigated in literature. The ten themes were integrated into a pragmatic systems coaching approach, to show the application of these themes in typical coaching conversations. The emergence of specific themes relating to executive women leaders’ presence and the application of these themes into a coaching framework suggest that leadership coaches can begin to demonstrate sensitivity to the developmental needs of women executives. This study therefore advocates for gender-sensitive approaches to coaching, especially in the enhancement of leadership presence of female executives. The study proposes to make contributions to the body of...
- Full Text:
- Authors: Sokhela, Bongiwe Z. R.
- Date: 2019
- Subjects: Leadership , Businesswomen , Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/292083 , uj:31736
- Description: MPhil. (Leadership Coaching) , Abstract: This study indicates, through the application of a qualitative methodology to understand the experiences of women executives’ leadership presence, that there are specific areas of focus that executive coaches can put more emphasis on in order to enhance the coaching of executive women leaders, to enable improved leadership effectiveness. A sample of eight executive women was purposefully selected to participate in this study. There was a fair representation of racial demographics. A semi-structured interview process with four broad questions was used to explore how the executive women leaders experience their own leadership presence, with an aim of extrapolating deep meaning from their personal leadership experiences. The thematic analysis of the interviews led to the identification of a set of ten themes that deductively emerged, within the constructivism and interpritivism paradigms, to highlighting key areas of focus in the development of executive women’s leadership presence. The strong emergence of the gender identity consciousness of the participants was one of the core themes that emerged from the data. This finding supports recent literature suggesting the need for gender-sensitive coaching, which is a perspective that is currently underexplored in academic literature. The other common themes included the need to enhance enablers to support the growth of female leaders into executive positions, specifically, areas dealing with expertise, influence, confidence, connecting with others, authenticity, preparedness, effectiveness, and the ability to appear in control and be inspirational. Some of these themes are supported by other leadership presence coaching models investigated in literature. The ten themes were integrated into a pragmatic systems coaching approach, to show the application of these themes in typical coaching conversations. The emergence of specific themes relating to executive women leaders’ presence and the application of these themes into a coaching framework suggest that leadership coaches can begin to demonstrate sensitivity to the developmental needs of women executives. This study therefore advocates for gender-sensitive approaches to coaching, especially in the enhancement of leadership presence of female executives. The study proposes to make contributions to the body of...
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The extent to which mentors transfer business and management skills to entrepreneurs
- Authors: Bosch, Willem Adriaan
- Date: 2012-06-06
- Subjects: Entrepreneurship , Mentoring in business , Executive coaching
- Type: Mini-Dissertation
- Identifier: uj:2528 , http://hdl.handle.net/10210/4983
- Description: M.Comm. , Business Partners Limited is a specialist investment group providing customised and integrated investment, mentorship and property management services to small and medium enterprises in South Africa. The vision of Business Partners Limited is to be a word class, added-value investor in small and medium enterprises, facilitating wealth generation, job creation and economic development in South Africa. One of the major challenges in South Africa is the shortage of skills and the efforts and expertise required to address this problem. Government had introduced various new legislation to address this problem since 1994. However, the focus is mainly on the workplace and does not fully address the issues of training entrepreneurs in business skills and knowledge. The South African educational system is currently failing to equip learners with the necessary skills to start and run a business successfully. The entry of entrepreneurs who lack the necessary skills and knowledge increases the risk of business failures. Mentorship, being a reasonably protected relationship, and situation where learning takes place, is one of the interventions by which the issue of skills transfer can take place and where progress can be monitored. The study focused on the extent to which mentorship plays a role in the transfer of business and management skills in a business environment.
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- Authors: Bosch, Willem Adriaan
- Date: 2012-06-06
- Subjects: Entrepreneurship , Mentoring in business , Executive coaching
- Type: Mini-Dissertation
- Identifier: uj:2528 , http://hdl.handle.net/10210/4983
- Description: M.Comm. , Business Partners Limited is a specialist investment group providing customised and integrated investment, mentorship and property management services to small and medium enterprises in South Africa. The vision of Business Partners Limited is to be a word class, added-value investor in small and medium enterprises, facilitating wealth generation, job creation and economic development in South Africa. One of the major challenges in South Africa is the shortage of skills and the efforts and expertise required to address this problem. Government had introduced various new legislation to address this problem since 1994. However, the focus is mainly on the workplace and does not fully address the issues of training entrepreneurs in business skills and knowledge. The South African educational system is currently failing to equip learners with the necessary skills to start and run a business successfully. The entry of entrepreneurs who lack the necessary skills and knowledge increases the risk of business failures. Mentorship, being a reasonably protected relationship, and situation where learning takes place, is one of the interventions by which the issue of skills transfer can take place and where progress can be monitored. The study focused on the extent to which mentorship plays a role in the transfer of business and management skills in a business environment.
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Executive coaching: a personal and professional leadership (PPL) perspective
- Authors: Verrier, Derek Robert
- Date: 2009-04-21T12:48:41Z
- Subjects: Executive coaching , Leadership
- Type: Thesis
- Identifier: uj:8304 , http://hdl.handle.net/10210/2433
- Description: D.Phil. , There is an unprecedented crisis in the leadership of contemporary large-organizations. Real leadership is rare – that is, leadership which is effective and authentic, having the courage to serve others even under trying circumstances. Perhaps the prime reason for this is that management and leadership per sé, have never been professionalized, in that there is no definite body of theory and knowledge which leaders must understand and use. There are no entry requirements, expectations or professional standards. There is no continuing learning and no competence reviews. The evidence of this is overwhelming – at individual, relationship and team levels of the organization – but ultimately, it is apparent at the organizational level where culture and character exist, which, if research is correct, is the single biggest determinant in any organization’s success or failure. In the executive leader realm, things move at warp speed. Things are changing at such a dizzying rate, and there are so many stakeholders competing for the leader’s time and energy, that there is any wonder there are in fact any healthy, effective executives around. Unfortunately, many of them fall prey to the myriad challenges, dilemmas and struggles that confront them, and the result is an abundance of dysfunctional, distressed and impaired executives, the effects of which ripple throughout the company; as the Spanish saying goes, “Fish start to smell at the head.”
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- Authors: Verrier, Derek Robert
- Date: 2009-04-21T12:48:41Z
- Subjects: Executive coaching , Leadership
- Type: Thesis
- Identifier: uj:8304 , http://hdl.handle.net/10210/2433
- Description: D.Phil. , There is an unprecedented crisis in the leadership of contemporary large-organizations. Real leadership is rare – that is, leadership which is effective and authentic, having the courage to serve others even under trying circumstances. Perhaps the prime reason for this is that management and leadership per sé, have never been professionalized, in that there is no definite body of theory and knowledge which leaders must understand and use. There are no entry requirements, expectations or professional standards. There is no continuing learning and no competence reviews. The evidence of this is overwhelming – at individual, relationship and team levels of the organization – but ultimately, it is apparent at the organizational level where culture and character exist, which, if research is correct, is the single biggest determinant in any organization’s success or failure. In the executive leader realm, things move at warp speed. Things are changing at such a dizzying rate, and there are so many stakeholders competing for the leader’s time and energy, that there is any wonder there are in fact any healthy, effective executives around. Unfortunately, many of them fall prey to the myriad challenges, dilemmas and struggles that confront them, and the result is an abundance of dysfunctional, distressed and impaired executives, the effects of which ripple throughout the company; as the Spanish saying goes, “Fish start to smell at the head.”
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Leadership coaching towards intercultural competence
- Authors: Ferreira, Barbara
- Date: 2016
- Subjects: Executive coaching , Multiculturalism - Psychological aspects , Leadership , Cultural relations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/214720 , uj:21316
- Description: Abstract: Orientation: Globalisation has increased multi-cultural and cross-cultural engagements within the modern workplace which, in turn, has led to various challenges in contemporary leadership. In order to manage, amongst others, multinational subsidiaries, global projects, and to lead a culturally diverse workforce, business leaders increasingly have to demonstrate intercultural competence. There is however fragmented research and widely differing scholarly opinion regarding the development of intercultural competence. The disparate opinion includes a lack of clarity regarding what intercultural competence is. Furthermore, the lack of clarity extends to ambiguity regarding the most effective methods for the development of intercultural competence for business leaders. This is particularly so for business leaders working in an African context. Research Purpose: In an attempt to address the gap in evidence-based leadership coaching for the development of intercultural competence, the aim of this study was to explore, describe and understand the development of intercultural competence, utilising leadership coaching as a developmental approach. Research Method: A qualitative research approach utilising case study, ethnography, narrative research and thematic analysis was deployed to achieve the research aims. The experiences of seven African business leaders from five different African countries as recipients of leadership coaching towards intercultural competence provided the deep and rich narratives for the first order constructs for this study. A literature review of the development for intercultural competence, leadership coaching in general and cross-cultural leadership coaching specifically provided the second order constructs for the study. Main Findings: The following significant findings emerged from the research (i) Six of the seven participants developed intercultural competence after participating in a cross-cultural leadership coaching programme for 12 months. (ii) The participants acquired intercultural competence through an action – reflection learning based coaching model which led to transformative learning on a cognitive, affective and behavioural level. (iii) The participants had to be prepared to engage in active... , D.Phil.
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- Authors: Ferreira, Barbara
- Date: 2016
- Subjects: Executive coaching , Multiculturalism - Psychological aspects , Leadership , Cultural relations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/214720 , uj:21316
- Description: Abstract: Orientation: Globalisation has increased multi-cultural and cross-cultural engagements within the modern workplace which, in turn, has led to various challenges in contemporary leadership. In order to manage, amongst others, multinational subsidiaries, global projects, and to lead a culturally diverse workforce, business leaders increasingly have to demonstrate intercultural competence. There is however fragmented research and widely differing scholarly opinion regarding the development of intercultural competence. The disparate opinion includes a lack of clarity regarding what intercultural competence is. Furthermore, the lack of clarity extends to ambiguity regarding the most effective methods for the development of intercultural competence for business leaders. This is particularly so for business leaders working in an African context. Research Purpose: In an attempt to address the gap in evidence-based leadership coaching for the development of intercultural competence, the aim of this study was to explore, describe and understand the development of intercultural competence, utilising leadership coaching as a developmental approach. Research Method: A qualitative research approach utilising case study, ethnography, narrative research and thematic analysis was deployed to achieve the research aims. The experiences of seven African business leaders from five different African countries as recipients of leadership coaching towards intercultural competence provided the deep and rich narratives for the first order constructs for this study. A literature review of the development for intercultural competence, leadership coaching in general and cross-cultural leadership coaching specifically provided the second order constructs for the study. Main Findings: The following significant findings emerged from the research (i) Six of the seven participants developed intercultural competence after participating in a cross-cultural leadership coaching programme for 12 months. (ii) The participants acquired intercultural competence through an action – reflection learning based coaching model which led to transformative learning on a cognitive, affective and behavioural level. (iii) The participants had to be prepared to engage in active... , D.Phil.
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Mentoring and coaching leaders in the public sector
- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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Evaluating a new venture start-up e-coaching programme
- Authors: Janse van Rensburg, L.J.
- Date: 2018
- Subjects: New business enterprises , Entrepreneurship , Executive coaching , Leadership , Business enterprises - Leadership
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/283040 , uj:30511
- Description: Ph.D. , Abstract: Orientation: Emerging economies, such as that of South Africa, require entrepreneurial activity to reduce unemployment and poverty. Various reasons for low entrepreneurial activity and business failure have been presented by researchers, such as unavailability of credible coaches, external environmental risks, lack of business experience and knowledge, as well as a lack of funding. Total entrepreneurial activity (TEA) in South Africa is relatively low (6.9%), and various governmental programmes have attempted to develop entrepreneurs, with a disappointing impact on the TEA. Statistics indicating the gross domestic product, the TEA trajectory, and rising unemployment provide sufficient evidence that these programmes have proven to be unsuccessful. One of the major reasons for this is the lack of available coaches with the necessary business skills and experience. Research purpose: The purpose of this study was to establish whether coaching of entrepreneurs, who start a business by making their first sale, without capital or any other type of funding, could be coached through a new venture e-coaching programme (NVEP) delivered in an online environment, and to outline any possible gaps in the NVEP, coaching process, and mode of delivery. What made this NVEP of interest was that it aimed to equip the prospective entrepreneur with appropriate entrepreneurial skills to steer around the unique environmental risks and challenges present within his or her context. Motivation for the study: This study supports the notion that it is possible that a larger complement of Protégés can be reached and as such the limited available prominent coaches with the necessary business skills and experience could be leveraged. It is argued that even if one successful entrepreneur out of one small cohort is supported it may levitate employment figures. Research design, approach, and method: A pragmatic mixed-methods approach was followed, utilising both quantitative and qualitative data. A cohort consisting of 37 protégés were analysed by means of thematic and trajectory analysis, based on their weekly reflective journals. Protégé’s were grouped as starters and non-starters based on whether they could make their first successful sale of any size. Quantitative data were extracted from the Learning Management System (LMS) and triangulated with the...
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- Authors: Janse van Rensburg, L.J.
- Date: 2018
- Subjects: New business enterprises , Entrepreneurship , Executive coaching , Leadership , Business enterprises - Leadership
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/283040 , uj:30511
- Description: Ph.D. , Abstract: Orientation: Emerging economies, such as that of South Africa, require entrepreneurial activity to reduce unemployment and poverty. Various reasons for low entrepreneurial activity and business failure have been presented by researchers, such as unavailability of credible coaches, external environmental risks, lack of business experience and knowledge, as well as a lack of funding. Total entrepreneurial activity (TEA) in South Africa is relatively low (6.9%), and various governmental programmes have attempted to develop entrepreneurs, with a disappointing impact on the TEA. Statistics indicating the gross domestic product, the TEA trajectory, and rising unemployment provide sufficient evidence that these programmes have proven to be unsuccessful. One of the major reasons for this is the lack of available coaches with the necessary business skills and experience. Research purpose: The purpose of this study was to establish whether coaching of entrepreneurs, who start a business by making their first sale, without capital or any other type of funding, could be coached through a new venture e-coaching programme (NVEP) delivered in an online environment, and to outline any possible gaps in the NVEP, coaching process, and mode of delivery. What made this NVEP of interest was that it aimed to equip the prospective entrepreneur with appropriate entrepreneurial skills to steer around the unique environmental risks and challenges present within his or her context. Motivation for the study: This study supports the notion that it is possible that a larger complement of Protégés can be reached and as such the limited available prominent coaches with the necessary business skills and experience could be leveraged. It is argued that even if one successful entrepreneur out of one small cohort is supported it may levitate employment figures. Research design, approach, and method: A pragmatic mixed-methods approach was followed, utilising both quantitative and qualitative data. A cohort consisting of 37 protégés were analysed by means of thematic and trajectory analysis, based on their weekly reflective journals. Protégé’s were grouped as starters and non-starters based on whether they could make their first successful sale of any size. Quantitative data were extracted from the Learning Management System (LMS) and triangulated with the...
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Profiling coaching in South Africa
- Authors: Steenkamp, Heilene
- Date: 2013-05-01
- Subjects: Employees - Training of , Executive coaching , Mentors in business
- Type: Mini-Dissertation
- Identifier: uj:7499 , http://hdl.handle.net/10210/8357
- Description: M.Phil. (Industrial Psychology and People Management) , Orientation: The coaching industry globally has experienced unprecedented growth with various professional bodies representing a diversity of coaches, application domains, methodologies, training and, continuous professional development, but the industry is not yet regulated and does not meet the criteria for the professionalisation thereof. Very little is known about the composition of the coaching industry in South Africa. Research purpose: The purpose of this study was to explore and describe the profile of coaches in South Africa. Motivation for the study: The exploration and description of the currently practising coaches in South Africa was necessitated by the lack of basic information regarding the nature and extent of coaches currently practising in South Africa. Research design: A quantitative, cross-sectional design was adopted to obtain a snapshot (at a fixed point in time) of the current coaching profile. The researcher conducted a survey, using a web-based questionnaire that was adapted from similar studies conducted in the United Kingdom, Australia, and New Zealand. This research method fitted the aim of the study as the profile of South African coaches currently practising was explored. The sample consisted of coaches who were voluntary members of professional coaching bodies in South Africa. Main findings: From 229 respondents, it was evident that South African coaches are mostly from a human resources, a consulting, or a psychology background, and have between 1 and 5 years’ coaching experience. Most of these coaches have a non-specified Master’s degree with only a certificate in coaching. Coaches in South Africa seem to practise on a part-time basis, spending less than five hours per day coaching clients. An average coaching session lasts between 60 and 90 minutes, fortnightly, with the coaching engagement lasting between Page | v 3 to 12 months. Coaches prefer face-to-face coaching. Areas of specialisation are leadership coaching, life coaching, and business coaching. Coaches make use of psychometric instruments in profiling their clients. Most of the coaches are of the opinion that the adherence to a code of ethics is very important. Supervision and continuous professional development are seen as an important part of training to become a coach. Implications: This study cannot be extrapolated to the future, as changes in the social processes could not be captured, and the industry is bound to change. Furthermore, no up to date database exist of practising coaches in South Africa. This is the first study to be conducted in South Africa across different professional bodies and practice domains in an endeavour to develop a detailed profile of the South African coaching industry. The outcome of this survey has highlighted important areas for further research and will assist both the consumer of coaching services, coach training providers and coaches with a better understanding of the profile of the coaching industry by identifying where critical training needs exist. Contribution and value-add: The present study contributes an in-depth investigation into the characteristics and practices of coaches in South Africa, and provides voluntary professional associations with information regarding the qualifications, training, and experience of coaches currently practising.
- Full Text:
- Authors: Steenkamp, Heilene
- Date: 2013-05-01
- Subjects: Employees - Training of , Executive coaching , Mentors in business
- Type: Mini-Dissertation
- Identifier: uj:7499 , http://hdl.handle.net/10210/8357
- Description: M.Phil. (Industrial Psychology and People Management) , Orientation: The coaching industry globally has experienced unprecedented growth with various professional bodies representing a diversity of coaches, application domains, methodologies, training and, continuous professional development, but the industry is not yet regulated and does not meet the criteria for the professionalisation thereof. Very little is known about the composition of the coaching industry in South Africa. Research purpose: The purpose of this study was to explore and describe the profile of coaches in South Africa. Motivation for the study: The exploration and description of the currently practising coaches in South Africa was necessitated by the lack of basic information regarding the nature and extent of coaches currently practising in South Africa. Research design: A quantitative, cross-sectional design was adopted to obtain a snapshot (at a fixed point in time) of the current coaching profile. The researcher conducted a survey, using a web-based questionnaire that was adapted from similar studies conducted in the United Kingdom, Australia, and New Zealand. This research method fitted the aim of the study as the profile of South African coaches currently practising was explored. The sample consisted of coaches who were voluntary members of professional coaching bodies in South Africa. Main findings: From 229 respondents, it was evident that South African coaches are mostly from a human resources, a consulting, or a psychology background, and have between 1 and 5 years’ coaching experience. Most of these coaches have a non-specified Master’s degree with only a certificate in coaching. Coaches in South Africa seem to practise on a part-time basis, spending less than five hours per day coaching clients. An average coaching session lasts between 60 and 90 minutes, fortnightly, with the coaching engagement lasting between Page | v 3 to 12 months. Coaches prefer face-to-face coaching. Areas of specialisation are leadership coaching, life coaching, and business coaching. Coaches make use of psychometric instruments in profiling their clients. Most of the coaches are of the opinion that the adherence to a code of ethics is very important. Supervision and continuous professional development are seen as an important part of training to become a coach. Implications: This study cannot be extrapolated to the future, as changes in the social processes could not be captured, and the industry is bound to change. Furthermore, no up to date database exist of practising coaches in South Africa. This is the first study to be conducted in South Africa across different professional bodies and practice domains in an endeavour to develop a detailed profile of the South African coaching industry. The outcome of this survey has highlighted important areas for further research and will assist both the consumer of coaching services, coach training providers and coaches with a better understanding of the profile of the coaching industry by identifying where critical training needs exist. Contribution and value-add: The present study contributes an in-depth investigation into the characteristics and practices of coaches in South Africa, and provides voluntary professional associations with information regarding the qualifications, training, and experience of coaches currently practising.
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Journeys of becoming and being a coach : metaphorical perspectives
- Authors: Booysen, Margarethe Maria
- Date: 2017
- Subjects: Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246149 , uj:25510
- Description: M.Phil. , Abstract: In this study the experiences of business coaches of becoming and being a coach were explored through the weaving together of three inter-related ‘texts’: Firstly, the research participants’ experiences of becoming and being a business coach and how these were couched in their own words and expressions, exemplifying or suggesting metaphors and metaphorical thinking. Secondly, the metaphors and metaphorical thinking that the participants’ experiences, words and expressions evoked in the researcher as a trainee coach; and, thirdly, the connections between these metaphors and those that appear or were suggested in the body of knowledge on business coaching. The inter-relationship of the three “texts” constituted the research question, including the specific research objectives emanating from it. The research study was conducted within a qualitative research paradigm and the research strategy used was that of interpretive phenomenological analysis (IPA). The application of IPA yielded four main metaphors: Firstly, the business coach as Proteus, underpinned by two super-ordinate themes (the role of the coach and the coaching space) and supported by four emergent metaphorical themes (the coach as time-traveller; as container; as bearer; and as creator of spaces). Secondly, the business coach as Nomad underpinned by the super-ordinate theme of the position of the coach, and supported by seven emergent metaphorical themes (the coach as insider; as outsider; borderlines, boundaries and bridges in coaching; coaching as diving deep; a bird’s eye view in coaching; being on a knife’s edge and the blind spot). Thirdly, the metaphor of a Cup of Tea, underpinned by the super-ordinate theme of the business coach’s self-care, and supported by five emergent metaphorical themes (cleansing, exhaustion, physical ailments, nourishment and boundaries). Fourthly, the metaphor of Journeys, underpinned by two super-ordinate themes (coaching as journey and the journey of the coach). Coaching as journey...
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- Authors: Booysen, Margarethe Maria
- Date: 2017
- Subjects: Executive coaching
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246149 , uj:25510
- Description: M.Phil. , Abstract: In this study the experiences of business coaches of becoming and being a coach were explored through the weaving together of three inter-related ‘texts’: Firstly, the research participants’ experiences of becoming and being a business coach and how these were couched in their own words and expressions, exemplifying or suggesting metaphors and metaphorical thinking. Secondly, the metaphors and metaphorical thinking that the participants’ experiences, words and expressions evoked in the researcher as a trainee coach; and, thirdly, the connections between these metaphors and those that appear or were suggested in the body of knowledge on business coaching. The inter-relationship of the three “texts” constituted the research question, including the specific research objectives emanating from it. The research study was conducted within a qualitative research paradigm and the research strategy used was that of interpretive phenomenological analysis (IPA). The application of IPA yielded four main metaphors: Firstly, the business coach as Proteus, underpinned by two super-ordinate themes (the role of the coach and the coaching space) and supported by four emergent metaphorical themes (the coach as time-traveller; as container; as bearer; and as creator of spaces). Secondly, the business coach as Nomad underpinned by the super-ordinate theme of the position of the coach, and supported by seven emergent metaphorical themes (the coach as insider; as outsider; borderlines, boundaries and bridges in coaching; coaching as diving deep; a bird’s eye view in coaching; being on a knife’s edge and the blind spot). Thirdly, the metaphor of a Cup of Tea, underpinned by the super-ordinate theme of the business coach’s self-care, and supported by five emergent metaphorical themes (cleansing, exhaustion, physical ailments, nourishment and boundaries). Fourthly, the metaphor of Journeys, underpinned by two super-ordinate themes (coaching as journey and the journey of the coach). Coaching as journey...
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Peer support in the wellbeing of pilots
- Authors: Santilhano, Wendy
- Date: 2018
- Subjects: Executive coaching , Air pilots - Training of , Air pilots - Safety measures , Air pilots - Health risk assessment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272750 , uj:29046
- Description: M.Phil. (Leadership Coaching) , Abstract: Professional pilots undergo continuous, rigorous training throughout their aviation careers and are governed by legislation that defines the proficiency and fitness required to exercise the privilege of being a pilot. This privilege often involves significant mental stress that accompanies the responsibility for the safe operation of any flight and those entrusted into their care while flying, while coping with the operational and occupational demands of an inhospitable working environment. This study explored the phenomenon of peer support and its role and contribution as an effective response to addressing the wellbeing of pilots. The study occurred in a South African aviation context. A qualitative research design with a phenomenology approach was followed with the purpose to discern meaning, to reflect and to understand. A phenomenological study requires participants to have experience of the phenomenon, and often dictates the sample size. Based on that, the researcher sought and obtained a sample size of nine participants that fit this required research profile. The primary data collection technique used in-depth, semi-structured interviews supported by a secondary process of reviewing literature and available documentation. Braun and Clarke’s Thematic Analysis (TA) method (2006) elicited detailed and rich descriptions of the themes and sub-themes reflecting participants’ perceptions of their lived experiences of the core phenomena, namely, peer support. Peer support addressing the wellbeing of pilots is still in its infancy globally. Five themes emerged from this current study on peer support in aviation that contribute to the miniscule body of knowledge. The first theme depicted the complex relationship between the wellbeing of pilots and medical certification of occupational fitness duty. The second recounted pilots’ experience of their workplace as emotionally unsafe, and deficient in recognising the occupational and operational stressors they encounter. The conceptualisation of peer support emerged as the third theme, expounding on the role of the peer, the principles on which the peer support process is founded, and its hypothetical alignment with peer coaching. Theme four related the multi-dimensional contribution of peer support, while the factors critical to integrating successful and sustainable peer support emerged as the last theme...
- Full Text:
- Authors: Santilhano, Wendy
- Date: 2018
- Subjects: Executive coaching , Air pilots - Training of , Air pilots - Safety measures , Air pilots - Health risk assessment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/272750 , uj:29046
- Description: M.Phil. (Leadership Coaching) , Abstract: Professional pilots undergo continuous, rigorous training throughout their aviation careers and are governed by legislation that defines the proficiency and fitness required to exercise the privilege of being a pilot. This privilege often involves significant mental stress that accompanies the responsibility for the safe operation of any flight and those entrusted into their care while flying, while coping with the operational and occupational demands of an inhospitable working environment. This study explored the phenomenon of peer support and its role and contribution as an effective response to addressing the wellbeing of pilots. The study occurred in a South African aviation context. A qualitative research design with a phenomenology approach was followed with the purpose to discern meaning, to reflect and to understand. A phenomenological study requires participants to have experience of the phenomenon, and often dictates the sample size. Based on that, the researcher sought and obtained a sample size of nine participants that fit this required research profile. The primary data collection technique used in-depth, semi-structured interviews supported by a secondary process of reviewing literature and available documentation. Braun and Clarke’s Thematic Analysis (TA) method (2006) elicited detailed and rich descriptions of the themes and sub-themes reflecting participants’ perceptions of their lived experiences of the core phenomena, namely, peer support. Peer support addressing the wellbeing of pilots is still in its infancy globally. Five themes emerged from this current study on peer support in aviation that contribute to the miniscule body of knowledge. The first theme depicted the complex relationship between the wellbeing of pilots and medical certification of occupational fitness duty. The second recounted pilots’ experience of their workplace as emotionally unsafe, and deficient in recognising the occupational and operational stressors they encounter. The conceptualisation of peer support emerged as the third theme, expounding on the role of the peer, the principles on which the peer support process is founded, and its hypothetical alignment with peer coaching. Theme four related the multi-dimensional contribution of peer support, while the factors critical to integrating successful and sustainable peer support emerged as the last theme...
- Full Text:
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