...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>Industrial and organizational psychology >Challenging Some Basic Assumptions About Psychology and Executive Coaching: Who Knows Best, Who Is the Client, and What Are the Goals of Executive Coaching?
【24h】

Challenging Some Basic Assumptions About Psychology and Executive Coaching: Who Knows Best, Who Is the Client, and What Are the Goals of Executive Coaching?

机译：对心理学和高管教练的一些基本假设提出挑战：谁最了解，谁是客户，高管教练的目标是什么？

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

There are five apparent assumptions underlying what McKenna and Davis (2009) put forth about executive coaching: 1.Psychologists have a superior contribution to bring to executive coaching compared with professionals from other disciplines. 2.The "client" is the individual being coached with the primary focus on his/her relationship with the coach, his/her individual differences, motivating and changing his/her individual behavior, and contracting for engagement with that individual. 3.The primary goal of executive coaching is to remediate individual client's problems that interfere with his/her working effectively in the organization. 4.Coaching happens in one-on-one meetings occurring about every 4-6 weeks.5.The primary competencies of coaches and the measures of coaching outcomes should focus primarily on the ability to bring about individual change.
机译：McKenna和Davis（2009）对高管教练提出了五个明显的假设：1.与其他学科的专业人员相比，心理学家对高管教练的贡献更大。 2.“客户”是被教练的个人，主要关注他与教练的关系，他/她的个人差异，激发和改变他/她的个人行为以及与该个人订约的契约。 3.高管教练的主要目标是要纠正影响客户在组织中有效工作的个人问题。 4.教练大约每4-6周举行一次一对一的会议。5.教练的主要能力和教练成果的衡量方法应主要着眼于实现个人变革的能力。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号