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Literature Review

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Adina Christiansen

on 9 August 2015

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Transcript of Literature Review

Where do we go?

Engaging Passion


Goal Setting

Technological advancements and globalization

Social media

'Engagement' and 'team'

Pendulum vs greater understanding

J. Passmore (2008)
Goal setting
Engaging Passion
Deloitte University
adina christiansen
Literature Review
Goal Setting
The world as it stands...
Coaching with style

Center for the Edge
John Hagel III
Discovering the Explorer
Commitment to domain
Connecting disposition

Interactional coaching can bring out the passions of your workers to the benefit of the company to not only be successful economically, but as a learning business where people will vie to work.
3 types
Personality types (e.g. Meyers-Briggs)
Personality traits (e.g. 16PF)
Special Purpose (e.g. MCSEIT)
Why should we use them?
2 major contributions
For the coach
Better understanding of the coachee
For the coachee
Results often are the biggest takeaway
McDowall & Sewing (2009)
Globalized and ever-advancing environment
They all seem to be trying to make the best possible choices for themselves, their colleagues and their customers. But the choices they are making are evidently not working. They either don't know what they want or don't know how to achieve it, all of which leads to powerful emotions: anxiety, doubt frustration, anger and even despair. Their situations are critical, for themselves and their organizations, which means that helping them is all the more urgent -- welcome to the world of interactional coaching! (Harvey, 2013)
Evolution of understanding
What is it?
What can it do for me?
How does it work?
How does this style differ?
Interactional coaching and psychometrics
Interactional coaching is a one-on-one model that is based on existential philosophy and psychotherapy.
Coaching =/= counseling
Harmonious elements
Active listening
Reflective rephrasing
Goal Setting
The trap:
Assessment tool
Fixed mindset
Growth mindset
Lunsford (2013)
External focus
"I want to win"
Sticks to what is known
Nothing gained in failure
Learning focus
"I love a challenge"
Always looking for something new
Failure is a learning opportunity
Coach's responsibilities
Coachee's experience
The trap:
Key elements
What's the dream?
Where do you lack?
What is the next step?
What do you need?
Pushing you out of your comfort zone
changing your mindset
The Coach's Goals
The coachee's passion and goals
"I'll do my best"
Bigger and better
Determine requirements
Define relationship
Engage Passion
Hagel III, J. & Brown, J. S. (2015). To Survive, Companies Need to Stop Hiding Behind Their Walls.

Hagel III, J., Brown, J. S., Ranjan, A., & Byer, D. (2014). Passion at Work: Cultivating Worker
Passion as a Cornerstone of Talent Development. Deloitte University Press.

Hagel III, J. Brown, J. S., & Samoylova, T. (2013). Unlocking the Passion of the Explorer.
Deloitte University Press.

Harvey, M. (2013). Ineractional Coaching: Choice-Focused Learning at Work.

Lunsford, L. (2013). Emergent Goals in Mentoring and Coaching. In David, S., Clutterbuck, D.,
& Megginson, D. (Eds.). (2013). Beyond Goals: Effective Strategies for Coaching and
Mentoring. Gower Publishing Limited: Surrey, UK.

McDowall, A., Freeman, K., & Marshall, S. (2014), Is FeedForward the Way Forward?: A
Comparison of the Effects of FeedForward Coaching and Feedback. International
Coaching Psychology Review, Vol. 9, No. 2.

McDowall, A. & Smewing, C. (2009). What Assessments Do Coaches Use in Their Practice and
Why? The Coaching Psychologist
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