The Psychology of Coaching, Mentoring and Learning (eBook)

Ho Law (Autor)

eBook Download: EPUB

2013 | 2. Auflage
288 Seiten
Wiley-Blackwell (Verlag)
978-1-118-59831-3 (ISBN)

Infos

The Psychology of Coaching, Mentoring, and Learning addresses the psychological principles upon which coaching and mentoring is based, and integrates them in a universal framework for the theory and practice of individual and organizational development. The second edition is updated with the latest research, taking into account the increasing importance of positive psychology and its role in coaching and mentoring with an emphasis on strength, growth, and development.

Combining high-level theory with practical applications and case studies, this is an invaluable resource for coaches, mentors, trainers, psychologists, executives, managers, and students.

Dr. Ho Law is a Senior Lecturer in the School of Psychology at the University of East London, UK. He is a founder Director of the International Society for Coaching Psychology, a founder member and past Chair of the BPS Special Group in Coaching Psychology, and a Registered Supervisor for chartership in occupational psychology. Together with colleagues Sara Ireland and Zulfi Hussain, he has developed the Universal Integrative Framework (UIF) for coaching, mentoring and learning, which has been revised and developed through international application and franchising. He further developed narrative coaching in the UK and the wider communities. He is the founder and Director of Empsy Ltd, a service business providing coaching, consulting and training in the field of empowerment psychology.

Inhalt

About the Author vii

Foreword to the First Edition by Stephen Palmer ix

Preface to the Second Edition xiii

Acknowledgements xvii

1 Introduction 1

2 The Coming of Age: Coaching Psychology, Coaching and Mentoring 9

3 Philosophy and Theories of Learning Applicable to Coaching and Mentoring: Positive Psychology and the Learning Process 23

4 Definitions: Coaching Psychology, Coaching, Mentoring and Learning 53

5 Leadership and Organizational Coaching and Mentoring: Becoming a Learning Organization and Learning Community 63

6 Developing a Universal Integrative Framework for Coaching and Mentoring 91

7 Techniques and Tools 119

8 Continuing Professional Development, Learning Resources and Practical Exercises 153

9 Case Studies 175

10 Evaluation 203

11 Conclusion, Discussion, Future Research and Development 219

References 237

Index 253

Rezensionen

Learning is a pivotal theory of the book. Mentoring and coaching
can be viewed as a collaborative project for both parts. The
narrative approach to mentoring and coaching unfolded by Law can be
seen as one of the foundations to create this dialogical
space.

--Professor Reinhard Stelter, PhD, University of
Copenhagen

In a significant and necessary way, The Psychology of Coaching,
Mentoring, and Learning adds to the process of professionalising
coaching. It brings together a considerable body of
psychological theory and research in the area of adult
development. This is an excellent reference book for
anyone who facilitates the development of others.

--Hugh O'Donovan, Programme Director, Masters in
Coaching Psychology, School of Applied Psychology, University
College, Cork.

I have known Ho for over a decade as co-founders with fourteen
peers of Coaching Psychology in the UK. His work is, as ever, a
pleasure to read. It is evidence-based and arises out of a deep and
ongoing desire to integrate the head and heart in the continuously
evolving fields of coaching, mentoring and learning.

--Margaret A. Chapman, Chartered & Registered
Psychologist, Coach, Mentor, Researcher & Author

Ho Law's book is an invaluable contribution to our emerging
profession - relevant, robust, and timely. Equally, this book
is easily assessable, as it is written in a clear and concise way,
blending in the latest in evidence-based practise, alongside the
practical application of coaching, mentoring, and
learning...Every page is full of rich insight, which will make
you think about your practice, today.

--Katherine Tulpa, Global CEO, Association for
Coaching

Textauszug

2

The Coming of Age

Coaching Psychology, Coaching and Mentoring

Introduction

This chapter describes the developments in coaching psychology, coaching and mentoring. It provides an up-to-date review, drawn from various disciplines that underpin coaching psychology, coaching and mentoring. Through the discussion of the literature, it will trace the ‘journey’ of development in coaching psychology, coaching and mentoring. This journey will involve many disciplines: science, social science and various branches of psychology: educational, social, behavioural as well as business psychology; also sociology, business studies, management systems and economics. The chapter will then explain how coaching psychology, coaching and mentoring are interrelated. The discourse leads to the convergent integration of coaching and mentoring through learning, which provides a bridge between two emerging fields in psychology: positive psychology and community psychology.

The Coaching Psychology, Coaching, Mentoring and Training Market

The coaching, mentoring and training market has been in a state of flux. In 2004, when the first edition of this book was being written, our initial estimate of the average turnover of companies that would offer coaching was £8 million, with £500,000 pre-tax profit. This figure was found to be conservative. As the coaching and mentoring industries continue to grow exponentially, the total turnover is now estimated to exceed many billions of dollars (on a global scale).

Each month, in papers and coaching magazines, we have been bombarded with news about companies and organizations using coaching or mentoring to leverage their business performance. For example, the Medical Research Council applied coaching to develop its organizational strategy (Whiteley, 2006); the United Kingdom Atomic Energy Authority (UKAEA) coached 130 employees in its leadership programme; Armagh College, Northern Ireland, developed a coaching culture by undertaking the Centre for Excellence Learning’s ‘Leaders as Coaches’ programme; Greater Manchester Police has developed internal coaches to strengthen its leadership (Hall, 2006a). Mentoring has also enjoyed financial backing from business tycoons. For example, a £200 million mentor fund was set up in 2001 in West Coast Capital, Scotland, to invest in high-growth businesses across the UK. A survey of 109 coaches in 2004 showed that many practitioners offered more than one area of coaching. The majority of respondents were from business applications (over 60 per cent); others were from career, executive and leadership coaching (Palmer and Whybrow, 2004). For the past few years, coaching psychology took off around the world – six international congresses were held, in London (UK), Dublin (Ireland), Barcelona (Spain), Stockholm (Sweden), Pretoria (South Africa) and Sydney (Australia).

In 2012, PricewaterhouseCoopers conducted an online survey commissioned by the International Coach Federation (ICF) as part of its Global Coaching Study. It received 12,133 responses from 117 countries. The results of the survey indicated that there were around 47,500 professional coaches worldwide. In other words, we had approximately 7 coaches per 1 million population. Of these, 87 per cent (41,300 coaches) were actively engaging clients, with an average annual revenue of $47,900. This generated a global income of $1,979 million in total. The majority of the coaching services were in consulting (62 per cent) and/or training (60 per cent). Most of the professional coaches (76 per cent) were in the high-income regions of the world: North America (33.2 per cent: 15,800), Western Europe (37.5 per cent: 17,800), Australia and New Zealand (5 per cent: 2,400). But the survey also showed that there was rapid growth in emerging economic regions, especially in Asia (7 per cent: 3,300), the Middle East and Africa (4.3 per cent: 2,100). Despite the economic climate of the time, the majority of coaches – 55 per cent, and mostly in the emerging economic regions – reported an increase in income, compared with 15 per cent, who reported a decrease. As we can see from the ICF report, the coaching industry is in good health as a whole and professional coaches can look forward to the future with confidence.

Within both the private and the public sectors, there exists a diversity of services, ranging from technology to education, some suppliers operating within one business sector while others offer coaching and training across a wide spectrum. The majority of providers who specialize in coaching and mentoring are very small, employing no more than six people. Despite its diversity, we attempt to categorize the industry into four types:

1 academic and professional institutions;

2 business and management consultancies;

3 independent practitioners;

4 internal coaches and mentors.

In what follows I shall expand on each type, discussing its scope and development.

Academic and professional institutions

This category includes colleges of further education, institutions of higher education and business schools, as well as professional institutes such as the British Psychological Society (BPS), the Institute of Directors (IoD), the Chartered Management Institute (CMI) and the Chartered Institute of Personnel and Development (CIPD). For example, the BPS has a formal process of accrediting psychologists through its chartership. The CIPD has a membership of more than 120,000 and runs a wide range of training courses, including in coaching, the psychology of management, learning and development. Furthermore, participants on the courses have access to its web-based learner support site, which is designed to provide additional resources and to enhance and extend their learning.

The coaching and mentoring programmes in these organizations tends to be run by their in-house staff or members. Sometimes the academic and professional institutions also offer external training programmes and courses on coaching and mentoring. These may range from tailor-made short vocational courses to formal academic studies leading to a diploma, a master’s degree or a doctoral qualification.

Professional organizations for coaching psychology, coaching and mentoring

In recent years a number of professional organizations have been developing that specialize in coaching psychology, coaching and/or mentoring. Some are entirely new (new in the sense that they were founded less than 20 years ago). The relatively new organizations include:

• the Association for Coaching (AC);
• the Association for Professional Executive Coaching and Supervision;
• the European Mentoring and Coaching Council (EMCC);
• the International Coach Federation (ICF);
• the International Society for Coaching Psychology (ISCP).

Even established professional organizations such as the BPS and the CMI have also developed new coaching or coaching psychology subsystems within their organizations. These subsystems include:

• the British Association for Counselling & Psychotherapy (BACP) Coaching Division;
• the BPS Special Group in Coaching Psychology (SGCP);
• the CMI Coaching Division.

I shall describe some of this development in greater detail in the next sections.

BPS SGCP

The British Psychological Society (BPS) is a well-established professional society. It was founded in 1901. In 2011 it celebrated its 110th anniversary through a number of initiatives aimed at promoting excellence and ethical practice in the science, education and application of psychology. However, the Special Group in Coaching Psychology (SGCP) is a relatively new development within the BPS. As this development is most relevant to the psychology of coaching, I shall describe its history briefly here.

Figure 2.1 The BPS SGCP membership in 2011

On 18 May 2002, at the BPS Division of Counselling Psychology (DCoP) Annual Conference in Torquay, a workshop about coaching psychology was convened by my colleague, Professor Stephen Palmer. It was attended by 29 members. Initially Stephen intended to create a Coaching Psychology Special Interest Group (SIG) within DCoP. However, at that time DCoP did not have a constitution that allowed the formation of a SIG (there was some politics underneath the process, but I will not go into the details here). As a way forward, an Internet Coaching Psychology Forum was established. To promote the Forum and its membership, the first article for the introduction of coaching psychology was published in The Occupational Psychologist – the bulletin of the Division of Occupational Psychology (Law, 2002). The article generated a surge in the membership, which accounts for the majority of membership in the Forum coming from the Division of Occupational Psychologists. This trend continues within the BPS SGCP. On 21 February 2003, a Coaching Psychology Forum meeting was held in London and a proposal was made to set up a Special Group within the BPS. Looking back, it was quite a long struggle with the organizational process and politics within the BPS structure to get the proposal through. To cut a long story short, the SGCP was finally formed, and on 15 December 2004 it held the inaugural meeting in London. Since then, the membership has continued to grow and consolidate. In 2011 SGCP had around 2,300 members, and it is the fourth largest Member Network within the BPS. Figure 2.1 provides a breakdown of the membership.

ISCP

The SGCP held the International Forum for Coaching Psychology on 18 December 2006, at the 1st International Coaching Psychology...

Produkt-Details

• Erscheint lt. Verlag: 3.9.2013
• Sprache: englisch
• Themenwelt: Geisteswissenschaften ► Psychologie ► Allgemeine Psychologie
• Themenwelt: Geisteswissenschaften ► Psychologie ► Pädagogische Psychologie
• Themenwelt: Medizin / Pharmazie ► Medizinische Fachgebiete ► Psychiatrie / Psychotherapie
• Schlagworte: Account • Angewandte Psychologie • Applications • Applied Psychology • Edition • emphasis • highlevel theory • importance • increasing • Individual • invaluable resource • Latest • Positive • Practical • Practice • Principles • Psychological • Psychologie • Psychology • Research • Studies • theory • Universal framework
• ISBN-10: 1-118-59831-8 / 1118598318
• ISBN-13: 978-1-118-59831-3 / 9781118598313