What is Coaching Psychology?
Coaching Psychology is a multidisciplinary specialization of psychological science applied to non clinical population for goal achievement and performance enhancement. More particularly:
Coaching Psychology is the scientific study of behaviour, cognitive and emotion within coaching practice to deepen our understanding and enhance our practice within coaching (Passmore, 2010).
Coaching Psychology enhances personal and professional performance in normal people within the general population, underpinned by models of coaching grounded in established therapeutic approaches (Grant & Palmer, 2002).
Coaching Psychology can be understood as being the systematic application of behavioural science for the enhancement of life experience, work performance and well- being for individuals, groups and organisations who do not have clinically significant mental health issues or abnormal levels of distress (Australian Psychological Society 2018).
What is Coaching?
Το Coaching αποτελεί την πρακτική εφαρμογή του κλάδου της Coaching Ψυχολογίας τόσο εντός ιδιωτικών συνεδριών όσο και εντός οργανισμών και επιχειρήσεων στα πλαίσια της διοίκησης, της ηγεσίας και της ενδυνάμωσης του ανθρώπινου δυναμικού. Πιο συγκεκριμένα, το Coaching ορίζεται ως εξής:
Coaching is a helping relationship between a coachee who exercises managerial responsibilities within an organisation and a consultant who applies a range of behavioural strategies to help achieve a collaboratively defined set of goals (Kilburg, 1996).
Contemporary professional coaching is a cross–disciplinary methodology for fostering individual and organisational change, and comprises both personal or ‘life’ coaching, and workplace coaching with staff, managers and executives (Grant, 2006).
Coaching is an outcome focused activity which seeks to encourage self-directed learning through a collaboratively setting goals, brainstorming and action planning (Greene and Grant, 2006).
Coaching is a reflective process between coaches and coachees which helps or facilitates coachees to experience positive behavioral changes through continuous dialogue and negotiations with coaches to meetcoachees’ personal or work goals (Lai, 2014).
Australian Psychological Society (2018) Definition of coaching psychology. Available www.groups.psychology.org.au/igcp/ (9, July2018).
Grant, A. M., & Cavanagh, M. (2007). Evidence-based coaching: Flourishing or languishing? Australian Psychologist, 42(4), 239-254.
Grant, A., (2006). A personal perspective on professional coaching and the development of coaching psychology. International Coaching Psycholgoy Review, Vo. 1 (1): 12-22.
Grant, A.M. & Palmer, S. (2002). Coaching Psychology. Workshop and meeting held at the Annual Conference of the Division of Counselling Psychology, British Psychological Society, Torquay, 18 May.
Greene, J. & Grant, A. (2006). Solution-focused coaching: Managing people in a complex world (2 ed.). London: Pearson Education Ltd.
Kilburg, R. (1996). Toward a conceptual understanding and definition of executive coaching. Consulting Psychology Journal: Practice and Research, 48(2),134-144.
Lai, Y. (2014) Enhancing Evidence-based Coaching Through the Development of a Coaching Psychology Competency Framework: Focus on the Coaching Relationship. School of Psychology, University of Surrey, Guildford, U.K.
Palmer S., & Whybrow A., (2006). The coaching psychology movement and its development within the British Psychological Society. International Coaching Psycholgoy Review, Vo. 1 (1): 141-156.
Passmore, J. (2010). A grounded theory study of the coachee experience: The implications for training and practice in coaching psychology.International Coaching Psychology Review, 5(1), (pp. 48-62).
Stober, D., Grant, A., (2006). Introduction. ΣτοStober, D., Grant, A., (ed).Evidence Based Coaching Handbook. Putting best practices to work for your clients. Wiley, US & Canada.