Iterative Design and Pilot Implementation of a Tiered Coaching Model to Support Socio-Emotional Teaching Practices

We used an iterative process to design the Tiered Coaching Model (TCM) to support preschool teachers’ implementation of the Pyramid Model. In the TCM, teachers are matched to one of three coaching tiers based on their observed classroom practices, individual characteristics, and preferences. Coaching tiers included self-guided coaching, small group coaching, and individual coaching. We describe TCM model development and two field tests exploring its potential usability and effectiveness. In Field Test 1, the model was tested with 16 lead preschool teachers. Focus groups and teacher feedback informed systematic model revisions. In Field Test 2, we gathered preliminary findings from an additional 24 teachers. All teachers across coaching tiers and field tests increased their use of Pyramid Model practices while engaging in the TCM, providing promising evidence for wider demonstrations and future rigorous evaluations of the model.

Examining the effecting of a life-coaching intervention on breast cancer survivors’ post treatment adjustment: protocol of a parallel group randomized controlled trial

<p class="Default"><strong>Background:</strong> The growing number of breast cancer survivors in the country has warranted health interventions targeted to mitigate the bio-psychosocial impact associated with a cancer diagnosis and the toxicities of oncological treatments. Life coaching is a widely adopted intervention strategy to promote an individual’s positive psychological adaptation, self-management, and self-confidence. This present study will investigate whether a life coaching intervention with group and individual coaching components can significantly improve quality of life (QoL) and post traumatic growth among breast cancer survivors.</p><p class="Default"><strong>Methods: </strong>This study is a randomized controlled trial with three parallel study arms. A prospective sample size of 120 adult breast cancer survivors will be randomized into one of the three study groups either to receive: 1) group coaching following by individual coaching sessions; 2) group coaching sessions only; or 3) routine care. The primary outcome evaluates post traumatic growth and secondary outcomes assess QoL and fear of cancer recurrence (FCR). Data collection will occur at baseline (T0) and at 3 weeks (T1), and at 18 weeks (T2). A follow-up assessment will occur at 30 weeks (T3).</p><p class="Default"><strong>Conclusions: </strong>This is the first randomized control trial to address post traumatic growth among breast cancer survivors using a life coaching intervention. If positive, the results of this study could inform intervention development that benefits the health of cancer survivors.</p><p class="Default"><strong>Trial registration: </strong>This trial is ethically approved and registered with clinical trial registry (NCT05020561).</p>

Coaching in organizations: what is the scientific evidence about its effectiveness?

The individual coaching process is a growing intervention used in work organizations. The investment in this tool is justified by the belief that a worker can develop skills, change behaviors, and achieve goals with the help of a professional coach. This would result in better individual and organizational performance. However, little is known about the scientific basis of its effectiveness. This study sought to search, in the scientific literature, about what is known with respect to the effectiveness of individual coaching processes in the work context. From the analysis of nineteen scientific papers published, using a method of rapid systematic review, the results suggested little scientific evidence on the effectiveness of coaching. There is a need to conduct more empirical studies with high quality and scientific methodological rigor, which may bring more scientific evidence and greater robustness and reliability for research results in this field.

Words and Silence in Job Mentoring

Today, economic sustainability is a social priority and it implies positive, rewarding, and creative relationships in the workplace. Creativity, innovation, and subjective welfare will remain extremely important for sustainable production models in an age of technological acceleration, ecological threats, and digital globalization. With the impact of the COVID-19 pandemic and the new ways to organize work, this is even more important. The basis for this is to be found in education, especially in secondary and higher education. Good mentoring is becoming essential in professional development; this activity is based on words and silence, using corporate and individual coaching tools to open new doors of creativity. Following Peter Drucker’s (1954) work in management thinking and the approach of positive psychologists, this paper presents a new concept of sustainable working relationships for the 21st century based on words and narratives.

Coaching Belgian and Dutch Broiler Farmers Aimed at Antimicrobial Stewardship and Disease Prevention

A reduction in antimicrobial use (AMU) is needed to curb the increase in antimicrobial resistance in broiler production. Improvements in biosecurity can contribute to a lower incidence of disease and thereby lower the need for AMU. However, veterinary advice related to AMU reduction or biosecurity is often not complied with, and this has been linked to the attitudes of farmers. Behavior change promoted by coaching may facilitate uptake and compliance regarding veterinary advice. Thirty broiler farms in Belgium and the Netherlands with high AMU were included in this study for 13 months. For each farmer, the attitude towards AMU reduction was quantified using an adjusted Awareness, Desire, Knowledge, Ability, and Reinforcement (ADKAR®) change management model, and farm biosecurity was assessed with the Biocheck.UGent™ tool. Subsequently, farmers were coached to improve disease prevention and antimicrobial stewardship. After the individual coaching of farmers, there was a change in their attitudes regarding AMU, reflected by an increase in ADKAR® scores. Biosecurity levels improved by around 6% on average, and AMU was reduced by 7% on average without negative effects on performance parameters. Despite these improvements, no significant association could be found between higher ADKAR® scores and lower AMU. Further investigation into sociological models is needed as a tool to reduce AMU in livestock production.

Unemployment prevention: The role of Human Resource Management in job-to-job transitions in the event of redundancy

In downsizing organisations, redundant workers suffer from insecurities about work and income. Social security provides income security to the unemployed in the event of job loss. The role played by employers in unemployment prevention for redundant workers, and the effects on unemployment spells and transitions on the labour market, are neglected in both the social policy and HRM literatures. This article addresses the following question: Which factors play a role in the decision to offer job-to-job support and in determining its effect? This article provides the context for the theoretical assumptions regarding why employers initiate job-to-job measures for redundant employees and distinguishes the different types of measures based on a literature review. Secondly, this article contributes to empirical knowledge in the field of unemployment prevention among employers and the effects of job-to-job activities facilitated by employers on redundant workers’ unemployment spells. A two-wave study was conducted on a sample of 2,258 Dutch redundant workers. The study shows that age, breadwinner status and gender are important predictors of unemployment duration after involuntary dismissal. The findings show that investing in the human capital of redundant workers by providing training and education and individual coaching, for example, are associated with a reduced unemployment spell. In our model, in which we controlled for other variables, we found that when one received training, education or individual coaching shortly before or after the dismissal, one was unemployed for an average of almost three months less.

The Human Touch: The Impact of Anthropomorphism in Chatbots on the Perceived Success of Solution Focused Coaching

This study explores how a chatbot can be used to support coachees to define and implement goals. It examines how the chatbot has to be designed to ensure that its coaching is successful. In this context anthropomorphism - the transmission of human qualities to non-human objects - should increase the acceptance of the chatbot and the perceived effectiveness of the coaching. While there are several studies on the perceived humanity of chatbots, no research has investigated the effects of anthropomorphic chatbots on the success of coaching. In an online experiment, participants (n = 44) performed randomised coaching with either a high or low anthropomorphic chatbot. Operationalizing a model of the effects of solution-focused individual coaching, the coachees were surveyed. The analysis shows that they were significantly more satisfied with the highly anthropomorphic chatbot, and rated the relationship building as well as the effectiveness of the coaching higher than by the less anthropomorphic chatbot. Therefore, the anthropomorphic representation of a chatbot in an online coaching session has a strong impact on its success.