Universities and higher education institutions (HEIs) are increasingly recognizing the value of coaching for professional and organizational development. This study is designed to investigate whether Cognitive Coaching, implemented as a programme in an HEI in Oman, made any difference to the behaviour and attitudes of employees holding leadership positions in academic, administrative and professional services departments. It also explored the factors that hindered or supported the coaching programme and offers recommendations to strengthen coaching initiatives in similar contexts.,Semi-structured interviews and focus group discussions were used to collect feedback from the 15 participants of the programme. A case study approach was adopted in this study for an in-depth examination of the effectiveness of coaching interventions.,The findings suggest that coaching can be an effective approach, facilitating personal and professional development and also contributing to the achievement of organizational goals.,As a case study of a coaching programme in a single institution, the findings of the study are not generalizable to other contexts, though a “thick description” of the context in which the study took place will enable institutions in similar contexts to draw lessons from the experience.,This study discusses the benefits of a coaching programme for an HEI in the Middle East. Suggestions to strengthen coaching include board level endorsement and sensitivity to cultural nuances in coaching relationships.,One of the effects of a coaching programme is the collegial atmosphere that it can foster. This can have wider impacts on the community as there is more open communication and trust engendered amongst employers and employees belonging to different cultural backgrounds.,This study is one of the first to report the findings of a systematically organized coaching programme in an HEI in the Middle East.

中文翻译：

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高等教育机构的辅导与指导：以阿曼为例

大学和高等教育机构（HEIs）越来越认识到辅导对于专业和组织发展的价值。本研究旨在调查在阿曼HEI中作为计划实施的认知教练培训是否对在学术，行政和专业服务部门担任领导职务的员工的行为和态度有任何影响。它还探讨了阻碍或支持教练计划的因素，并提出了在类似情况下加强教练计划的建议。半结构化访谈和焦点小组讨论用于收集计划的15名参与者的反馈。本研究采用了案例研究方法来深入研究教练干预的有效性。研究结果表明，教练可以是一种有效的方法，促进个人和职业发展，并有助于实现组织目标。作为单个机构中教练计划的案例研究，该研究结果不能推广到其他机构上下文，尽管对研究的上下文进行了“详尽的描述”将使类似上下文中的机构能够从经验中吸取教训。本研究讨论了中东HEI教练计划的好处。加强教练的建议包括董事会级别的认可和对教练关系中文化细微差别的敏感性。教练计划的影响之一是可以培养的大学氛围。