Impact of coaching on organizational learning and effectiveness

Lui-Yin Kwan
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Lui-Yin Kwan: University of Wales, Newport, UK

Journal of Business & Management (COES&RJ-JBM), 2015, vol. 3, issue 4, 426-438

Abstract: Many organizations keep recruiting coaching professions for human resources development purpose and adopt coaching as an essential approach to achieve business goals because training and development is not enough for this era. Coaching is a dialogue process between the coach and the client (coachee). Coach will ask questions and make coachee to realize his blind spots, enhance his strength and discover possibilities. Thus, coaching will be adopted in order to create organizational effectiveness. To understand and examine the impact of coaching on organizational learning and organizational effectivenss is the research aim. Adopt coaching as learning & development purpose is able to generate individual learning in order to generate collective learning, ultimately results organizational learning. “4i framework: intuiting, interpreting, integrating and institutionalizing” will be researched. It demonstrated the linkage of organizational learning, combination of individual’s cognitive and behavioral operation. Personal learning lead Mentoring, Mentoring lead Career outcome will be proposed model. Qualitative research, focus group interview will be conducted. Participants are the coaching service users who are working in different position from 4 different companies but in same industry. The outcomes of the study indicate coaching as an effectiveness approach for both individual and organization development.

Keywords: coaching; individual learning; organizational learning; organizational effectiveness; leadership; training & development; learning & development; human resources development. (search for similar items in EconPapers)
Date: 2015
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