ABSTRACT Organisational coaching has significantly grown in popularity, but in spite of this growth, the use of an evidence-based approach in the practice is limited. To address this limitation, this paper brings together strategies and techniques drawn from three evidence-based interventions – cognitive behavioural coaching , motivational interviewing (MI) and mindfulness – to form an integrative model for coaching in organisations. This model, unlike the others found in the literature, recognises the importance of considering and addressing three factors that can influence the outcome of coaching: (1) the effect that cognition has on enhancing goal attainment, (2) the match between the client’s readiness level and stage of change and (3) the emotional stress and/or mental distractions that a client may be experiencing in the workplace. By taking all of these factors into account, what the integrative model offers to organisational coaches is a toolkit and structure that could optimise their ability to help employees improve their performance, change their problematic behaviours and enhance their well-being.

中文翻译：

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组织教练：将动机访谈和正念与认知行为教练相结合

摘要组织教练的知名度已大大提高，但尽管如此，在实践中使用基于证据的方法仍然受到限制。为了解决这一局限性，本文将基于三种循证干预措施（认知行为教练，动机访谈（MI）和正念）的策略和技术整合在一起，以形成组织内教练的整合模型。与文献中发现的其他模型不同，该模型认识到考虑并解决可能影响教练结果的三个因素的重要性：（1）认知对提高目标达成的影响；（2）客户准备情况之间的匹配变更的级别和阶段，以及（3）客户在工作场所可能遇到的情绪压力和/或精神干扰。