Suchergebnisse

Immer wieder klagen Mitarbeiter/innen und Führungskräfte im Öffentlichen Dienst, wegen Arbeitsüberlastung und Zeitnot ihre Möglichkeiten nicht voll ausschöpfen zu können. Ihre zentrale Frage lautet: "Wie können wir gegensteuern, wie unsere Zeit optimal gestalten, wie lenken, statt gelenkt zu werden?" Im Buch wird auf der Grundlage bewährter Erkenntnisse aus der angewandten Psychologie aufgezeigt, welche Faktoren im betrieblichen Alltag von Mitarbeiter/innen und Führungskräften im öffentlichen Dienst sich wie und warum negativ auf ihr Zeit- und Selbstmanagement auswirken. Es bietet den Leser/innen neben bewährten Prinzipien und Methoden des persönlichen Zeitmanagements auch wohlgeprüfte Techniken zum Selbst-Coaching. Den Leser/innen erschließt sich eine breite Palette an unmittelbar umsetzbaren, praxisnahen Möglichkeiten, um planvoll und erfolgreich ihren Arbeitsalltag zu gestalten.

The article is a polemics with Michał Mokrzan's book: <i>Class, Capital and Coaching in the Age of Late Capitalism. Persuasion of Neoliberal Governmentality</i> (2019). Among quite a few objections one comes to the fore. Mokrzan effaces to a large extent the critical potential of Foucault's thought, perceiving it only as a source of useful concepts for the analysis of methods used in coaching for optimizing individuals. No far-reaching conclusions are drawn here regarding the limitation of human freedomand self-determination through new discourses at the service of the modern statebiopower. Is such a domesticated Foucault still the Foucault we have come to know as a relentless opponent of even most sophisticated and inconspicuous forms of power? And even given Foucault's ambiguous attitude towards neoliberalism and all the hope the was putting in the idea of free market as a factor limiting power, does not coaching remain an almost exemplary tool employed by modern state in purpose of disciplining individuals and augmenting their economic usefulness? Is it thus right – in the light of Foucault's thought – to simultaneously claim that coaching is "neoliberal governmental technique" and afirm/promote it? keywords: Michał Mokrzan, Michel Foucault, polemics, coaching, neoliberalism, anthropology, governmentality, neoliberal regulation of individuals

Parents are usually entering the significant role of parenthood without any designated manual or training, apart from the parental modeling they have experienced in their own childhood home. Yet, the responsibility for raising happy and well-adjusted children lays on the parents' shoulders. The parental task becomes even more demanding during the tension saturated years of adolescence, when parents tend to feel lost, bewildered, and lose the easy-going communication they had with their children, especially in the challenging post-modern era. In order to establish 'good enough' parenting, which is based on a coherent and consistent agenda, parents should be given the opportunity to set out on a journey of familiarity with their own 'self,' their values as individuals, their beliefs, strengths and weaknesses, which is offered by using the Individual Parental Coaching (IPC) model. The uniqueness of the model is by placing the parents at the heart of the coaching process, relating to them as whole and complete persons, rather than as a parent designed to bare, raise, love and serve children. The model was examined with qualitative research in 2016 in Israel, and has developed to other fields since then. The results of the initial research and utterances from other parents that participated in the model in various contexts indicate that they clearly witness a significant improvement of their parental abilities, which lead to a better connection and communication with their adolescent's children.

Purpose: To describe changes in health-related quality of life (HRQOL) related to variation in demographic characteristics, program goals, and program participation, among health coaching program participants. Design: A retrospective observational study of a health coaching program. Setting and Participants: A total of 2169 adults enrolled in an individually purchased or employer-sponsored health plan from a large health and well-being company, who participated in a health coaching program between January 2016 and April 2017. Intervention: The health coaching program used evidence-based behavior change strategies to encourage skill development, self-monitoring, and goal setting/achievement. Health coaching program modalities included online and telephonic coaching sessions. Measures: Demographic characteristics (gender, age, race, income), goal categories (weight management, fitness, nutrition, stress management, other), program modality (online, telephonic, both), engagement level (low, medium, high), and Healthy Days, a validated HRQOL measure developed by the Centers for Disease Control and Prevention. Analysis: t Tests, mixed analysis of variance (ANOVA). Results: There were significant ( P < .05) reductions in average total unhealthy days (UHDs) across all goal categories. Mixed ANOVAs identified a significant main effect for time, for all demographic characteristics ( P values < .05), and a significant effect for program modality ( P < .0001), time ( P < .0001), and interaction effects, between program modality and time, on average UHD ( P = .01). Conclusion: Our findings indicate significant reductions in UHD, following 6 months of health coaching, and support the use of HRQOL measures, which are known to be highly correlated with traditional measures of health, to evaluate health coaching programs.

Today, there is a widespread idea that parents need to learn how to carry out their roles as parents. Practices of parental learning operate throughout society. This article deals with one particular practice of parental learning, namely nanny TV, and the way in which ideal parents are constructed through such programmes. The point of departure is SOS family, a series broadcast on Swedish television in 2008. Proceeding from the theorising of governmentality developed in the wake of the work of Michel Foucault, we analyse the parental ideals conveyed in the series, as an example of the way parents are constituted as subjects in the 'advanced liberal society' of today. The ideal parent is a subject who, guided by the coach, is constantly endeavouring to achieve a makeover. The objective of this endeavour, however, is self-control, whereby the parents will in the end become their own coaches.

Cover -- Endorsement Page -- Half Title -- Title Page -- Copyright Page -- Table of Contents -- List of figures -- List of tables -- Author biography -- Acknowledgements -- Preface -- Introduction -- Part 1 Conflict stories -- Chapter 1 Conflict stories, narrative, and genre -- Conflict stories and narratives -- Genre and conflict stories -- Note -- References -- Chapter 2 Melodrama -- What is melodrama? -- Melodrama's characters -- The melodramatic plot -- Note -- References -- Chapter 3 The melodramatic conflict narrative -- A note about gender -- The melodramatic conflict narrative plot -- Examples of conflict stories -- Conclusion -- Chapter 4 Melodramatic victims -- The need to demonstrate virtue -- The need to remain passive -- Suffering -- Conclusion -- Note -- References -- Chapter 5 Melodramatic villains -- Depersonalised -- Powerful -- Focus on actions, not intentions -- No opportunity for explanations or excuses -- Villain wants something he doesn't deserve -- Individualised blame -- Negative anticipation -- Zero-sum thinking -- No empathy -- You are with us or you are against us -- Conclusion -- References -- Chapter 6 The problem with melodramatic narratives -- The melodramatic conflict narrative narrows our thinking about conflict -- The melodramatic conflict narrative restricts our opportunities for managing conflict effectively (now and in the future) -- The failure of dream justice leaves us disillusioned -- The melodramatic conflict narrative prevents us from learning and growing -- Conclusion -- References -- Chapter 7 Tragedy: The alternative conflict story -- Defining tragedy -- The tragic hero -- Anagnorisis: recognition -- Peripeteia: reversal -- Paradoxical union of victory and defeat -- Acceptance and growth -- Self-reflection -- Moving forwards, not backwards -- Tragedy with a twist!.

Psychologische Fragestellungen im Bezug auf Organisationen beschäftigen sich zunehmend mit der Kultur des untersuchten Systems. Auch in der Literatur (Müller-Jentsch, 1993; Neuberger & Kompa, 1987; Schein, 1995) und in den Medien (Manager Magazin etc.) taucht der Begriff Unternehmenskultur immer häufiger auf. Das Phänomen Kultur in Organisationen oder Firmen ist zwar nichts Neues, gewinnt aber immer mehr Bedeutung bei der Betrachtung der internen und externen Erfolge eines Unternehmens (Peters & Waterman, 1983). Das Zusammenwachsen der Wirtschaft in Europa, wie es sich u.a. an großen multikulturellen Unternehmen zeigt, stellt neue Rahmenbedingungen und verlangt andere Kompetenzen und Qualitäten von den Mitarbeitern als früher. Eine sowohl räumliche als auch geistige Beweglichkeit ist wichtiger als je zuvor, um neben den sich ständig und schnell ändernden marktwirtschaftlichen und sozialen Umweltfaktoren andere Umstellungen wie z.B. längerfristige berufsbedingte Auslandsaufenthalte bewältigen zu können. Nicht nur der individuellen, sondern auch der organisationalen Lern- und Veränderungsfähigkeit kommt eine immer größere Bedeutung bei Umweltveränderungen zu. Um die Implementierung einer neuen Technologie oder Strategie zu erleichtern, muss bezüglich der handlungsleitenden Werte und Grundannahmen der Organisation ein Konsens erzielt werden. Dies bedarf wiederum der Kenntnisse über die Regelsysteme oder Zirkularitäten, von denen die jeweilige Firmenkultur beeinflusst wird. Die kritische Auseinandersetzung mit dieser symbolischen Struktur des Unternehmens hilft dabei, die hinter dem sichtbaren Verhalten verborgenen Motive, Ziele und Interessen der Mitarbeiter aufzudecken.

Purpose A specific area of interest in the coaching literature is focused on exploring the intersection of personality and coaching; however, research has yet to explore whether coaching exerts reciprocal effects on personality traits (i.e. if personality trait change can accompany coaching). Utilizing the explanatory theoretical framing of the Demands-Affordances TrAnsactional framework (Woods et al., 2019), we propose that coaching may indirectly facilitate personality trait change by firstly enabling the coachee to reflect on their behaviors, second, implement desired behavioral changes which consequently facilitate personality trait change.Design/methodology/approachA quasi-experiment was conducted to explore coaching and personality trait change. Students participating in a demanding, work-based team simulation (N = 258), were assigned to either an intervention group (and received one-to-one coaching) or a control group (who received no intervention). Personality traits were measured before and after coaching and positioned as the dependent variable.FindingsResults indicate that participants in the coaching group exhibited significant changes in self-reported agreeableness, conscientiousness, extraversion and core self-evaluations, which all significantly decreased after coaching; however, no change was observed for the control group.Originality/valueWe provide the first exploration of coaching and personality trait change, contributing to both the coaching literature, by providing evidence regarding the efficacy of coaching to facilitate personality trait change in coachees, and the personality literature, by highlighting coaching as an important tool for those interested in personality trait change. Our research also has implications for other interventions such as mentoring, as we provide support for the notion that interventions can support personality trait change.

Lecture Notes in Computer Science 7040 ; Ambient Intelligence, 369 - 370 ; With Europes aging population and an increasing number of older people living alone or geographically distant from kin, loneliness is turning into a prevalent issue. This might involve deleterious consequences for both the older person and society, such as depression and increased use of healthcare services. Virtual coaches that act as friend in a para-social relationship but also as mentor that helps the elderly end- user to create meaningful relationships in his actual social environment are a powerful method to overcome loneliness and increase the quality of life in the elderly population.The AAL Joint Programme projects A2E2 (AAL-2008-1-071) and V2me (AAL-2009-2-107) are exploring virtual coaches and their application in AAL scenarios, including the use of user avatars, virtual self-representations that allow the user to be represented in communication scenarios. Other European research projects that focus on social integration of the elderly are e.g. ALICE (AAL-2009-2-091) or WeCare (AAL-2009-2-026). Outside the European Union the negative implications of population aging can be observed in Japan, having an even larger proportion of senior citizens, using individual-centred devices, such as robot pets,1 to improve the quality of life of lonely elderly persons. The user groups involved often are not acquainted with modern ICT systems and therefore it is a challenge to create intuitive, adaptive platforms that cater to the individual needs and allow the user to interact easily. ; 2nd International Joint Conference on Ambient Intelligence, AmI 2011, Amsterdam, 16 - 18 November 2011

"A guide for coaching leaders drawing on the curriculum of the Georgetown University Leadership Coaching Certificate Program. Drawing upon the curriculum of one of the premier coach training programs in the world, On Becoming a Leadership Coach focuses on coaching leaders in the context of the organizational systems within which they lead. Forty percent of this edition consists of new and revised material, including chapters on professional coaching, self-awareness, cultures in coaching, coaching relationships, behavioral practices, and grounded assessments."--

The purpose of this book is to introduce the concept of transformational coaching and to educate professional business coaches or mangers-as-coaches in their organizations on the influential and relevant elements of Transformational Coaching for Effective Leadership designed for coaching individuals, teams, and businesses or applying such elements in any level of organization development intervention, either toward individuals, teams, groups, departments, or the organization itself. Given the power and long-lasting influence of transformational coaching, it also could be beneficial to professionals in the fields of human resource development (HRD), workplace learning and performance (WLP), human performance enhancement (HPE), and, overall, in the domain of workforce education and development (WFED). This book will start by reviewing the background and presence of transformational coaching in businesses and organizations, along with the general concepts, perceptions, and understanding of coaching. _ is book will examine the uses of transformational coaching in management and leadership development, human resource development for talent development and retention, and for developing managerial coaching skills and competencies. Additionally, this book will review the presence and use of transformational coaching concepts, theories, and practices, including transformational learning for human resources (HR) and HRD professionals to influence a workforce's attitude, behavior, and productivity. Features Builds individuals' self-awareness, self-realization, and self-confidence Offers personal and professional development Teaches the concept of transformational learning and its use in transformational coaching Teaches rituals, skills, and strategies for individuals and teams to increase their productivity Offers an approach to building healthy and strong relationships with oneself and others Includes change management strategies for redirecting poor job performance Helps readers implement effective transformational coaching practices by offering many tools, such as forms, checklists, and worksheets

PurposeThe purpose of this paper is to analyse the control assumptions embedded in some textbooks on management coaching with a view to uncovering the potentialities and constraints applying to the individual's self‐realisation project.Design/methodology/approachBy means of a qualitative discourse analysis of selected works on management coaching, the paper examines the rhetorical articulation of the management coaching concept in terms of established discourses of managing and controlling the individual.FindingsAs a result of the findings, the paper categorises the management coaching literature into two types: employee and executive coaching, respectively. It demonstrates that employee coaching seems to involve action control and direct monitoring, while executive coaching involves control of the spirit as well as results/achievements, thereby generating tight constraints on the individual's self‐realisation project. It concludes that coaching can be a stronger disciplining technique than control by numbers.Originality/valueThe paper provides insight into how writing on management coaching may help to construct power structures and social relationships reflected in society. There have been other studies analysing, for example, how performance measurements produce power structures and social relationships, but to the best of one's knowledge none of these has focused on management coaching – nor have they drawn on discourse analysis, which allows one to discern the social orders of popular management practices.