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عمومی::
مربیگری اجرایی
There is increasing evidence that effective executive coaching requires a core set of common principles at its foundation (McKenna and Davis, 2009; Grant et al, 2010).
Positive psychology with its emphasis on building on strengths and enhancing confidence and positive emotion is increasingly being applied in an executive coaching context (Biswas-Diener and Dean, 2007).
The concept of comparative efficacy is further impeded by the lack of consensus on what constitutes a successful outcome in executive coaching, which in turn is a function of the breadth and complexity of issues that can be addressed under the umbrella of coaching in organizations (Feldman and Lankau, 2005; Lee, 2003).
This focus is contrasted with executive coaching, which defines the level of the coachee but gives no indication of the focus of the coaching process.
The strength- based approach for developing leaders offers both a coherent theoretical framework, empirical validation and a well-developed range of psychometric assessment tools that could bring some methodological consistency to the delivery of executive coaching (Kauffman, 2006).
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