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Coaching techniques for sustained individual change during career transitions
Human Resource Development Quarterly ( IF 3.891 ) Pub Date : 2020-07-06 , DOI: 10.1002/hrdq.21405
Nicky Terblanche 1
Affiliation  

Career development and transitions are forms of learning integral to human resource development (HRD). Understanding these phenomena is becoming critical due to the changing nature of work. Transition coaching, an individualized HRD learning intervention, is gaining traction as a career support mechanism, yet the details of how this type of coaching works are not clear. To investigate the potential role of transition coaching as an HRD intervention that facilitates learning beyond the acquisition of knowledge and skills, this study examined which coaching techniques, from the perspective of the transitioning manager (coachee), are likely to contribute to transformative individual learning during transition coaching. Perceptions of these coaching techniques were identified through deductive and summative content analyses of interview transcripts of 20 coached transitioning managers. Of the 13 coaching techniques identified, five were perceived to be experienced substantially more than the others: active experimentation, questioning, reflection, challenging views and assumptions, and using theories and frameworks. The findings suggest empirically that transition coaching could facilitate transformative individual learning during career transitions. The findings also indicate that, unlike what is generally professed during coaching, transitioning managers value a directive, knowledge‐imparting coach and confirm that reflection and experiential learning are key to succeed in a new role. This study advances HRD, transformative learning, and coaching theory and practice through the operationalization of coaching in the specific HRD context of career development and transitions aimed at transformative learning.

中文翻译:

在职业过渡期间持续进行个人变革的教练技术

职业发展和过渡是人力资源开发(HRD)不可或缺的学习形式。由于工作性质的变化,了解这些现象变得至关重要。过渡教练是一种个性化的人力资源开发学习干预手段,作为一种职业支持机制正越来越受到人们的关注,但是这种教练的工作方式尚不清楚。为了研究过渡教练作为一种HRD干预的潜在作用,该干预可以促进学习之外的知识和技能的获取,本研究从过渡经理(教练)的角度考察了哪些教练技术可能有助于变革性个人学习。过渡教练。通过对20位教练过渡经理的访谈记录进行演绎和总结内容分析,确定了对这些教练技术的理解。在所确定的13种教练技术中,有5种被认为比其他的具有更多的经验:积极的实验,质疑,反思,具有挑战性的观点和假设,以及使用理论和框架。这些发现从经验上表明,过渡教练可以在职业过渡期间促进变革性的个人学习。调查结果还表明,与通常在教练中所宣称的不同,过渡时期的经理们重视指导,知识传授的教练,并确认反思和体验式学习是成功担任新职位的关键。这项研究促进了HRD,变革性学习,
更新日期:2020-07-06
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