Predicting Coaching Effectiveness for Managers as Coaches
Faculty-Student Collaboration
1
Faculty Sponsor(s)
Joey Collins, Psy.D.
Presentation Type
Event
Project Type
Completed quantitative research study
Primary Department
Industrial-Organizational Psychology
Description
The purpose of this study is to examine a Coaching Effectiveness 360 measure, specifically, the relationship between the five competencies of the RACSR model (relationship, assessment, challenge, support, results) and perceptions of coaching effectiveness. Assessment results examined ratings provided by direct reports (N = 1438) evaluating their managers (N = 439). Findings from a multilevel regression indicated that relationships, assessments, and support significantly contributed to explaining the variance in coaching effectiveness. However, challenge and results did not. These findings suggest that when coaching managers should focus primarily on relationships, assessments, and support to provide the maximum return on training investments.
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Additional Rights Information
Copyright held by author(s).
Predicting Coaching Effectiveness for Managers as Coaches
The purpose of this study is to examine a Coaching Effectiveness 360 measure, specifically, the relationship between the five competencies of the RACSR model (relationship, assessment, challenge, support, results) and perceptions of coaching effectiveness. Assessment results examined ratings provided by direct reports (N = 1438) evaluating their managers (N = 439). Findings from a multilevel regression indicated that relationships, assessments, and support significantly contributed to explaining the variance in coaching effectiveness. However, challenge and results did not. These findings suggest that when coaching managers should focus primarily on relationships, assessments, and support to provide the maximum return on training investments.
Rights Statement
