How coaching is understood and used in organizations is influenced by the respective organizational culture, which is based on specific assumptions about how people learn and how individual change processes occur. In an empirical study with personnel managers from companies and institutions in Germany the kind of implementation of coaching as well as occasions, selection criteria for coaches, expectations, effects and ideas about coaching were raised. There are no systematic differences in the formal implementation of coaching, but in the implicit theories of learning and change through coaching. Finally, implications for the use of coaching in organizations and the work of professional coaches are derived.
Original article published in:
Organisationsberat Superv Coach (2016) 23:231 – 253