The relationship between executive coaching and organizational pe.pdf

Stelter n z 2002 gender differences in leadership

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Stelter, N. Z. (2002). Gender differences in leadership: current social issues and future organizational implications. The Journal of Leadership Studies, 8 , 88-99. Sogunro, O.A. (1997). Impact of training on leadership development: Lessons from a leadership training program. Evaluation Review, 21 , 713-737. Swanson, R.A., & Holton, E. (2001). Foundations of human resource development. San Francisco: Berrett-Koehler. Thach, E. (2002). The impact of executive coaching and 360 feedback on leadership effectiveness. Leadership & Organization Development Journal, 23, 205-214. Tobias, L.L. (1996). Coaching executives. Consulting Psychology Journal: Practice & Research, 48 , 87-95. Turner, C. (2006). Ungagged: Executives on executive coaching. Ivey Business Journal, May/June, 1-5. Wasylyshyn, K.M. (2003). Executive coaching: An outcome study. Consulting Psychology Journal: Practice & Research, 55 , 94-106. Weller, K., & Weller, D. (2004) In focus/executive coaching: Coaching and performance: Substantiating the link. Leadership in Action; 24, 20-21. Wells, S. J. (2001). A female executive is hard to find. HR Magazine, 46 , 40-49.
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133 Witherspoon, R., & White, R.P. (1996). Executive coaching: A continuum of roles. Consulting Psychology Journal: Practice & Research, 48, 124-133. Wittenberg-Cox, A., Maitland, A. (2008). Why Women Mean Business. San Francisco: Jossey-Bass. Woolridge, A. (2006). The Battle for Brainpower . The Economist. Retrieved 10/6/2006 from .
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134 Appendix A EXECUTIVE COACHING EFFECTIVENESS SURVEY Introduction My name is Lily Benavides, a fourth-year Doctoral candidate in the Organization & Leadership program, in the School of Education, at the University of San Francisco. Thank you in advance for participating in this doctoral research study. The purpose of this study is to investigate the efficacy of an executive coaching program, as a specific leadership development modality, on the organizational performance of female executives, to determine if the new knowledge, skills and abilities learned, lead to their further promotability. Please take a few moments to answer these questions about your experience with executive coaching. The survey should take less than 25 minutes to complete. You can re-enter the survey at any time to update your responses until the survey is finished or until you have exited the survey. Your survey responses are both confidential and anonymous. As the project and survey author, I will not collect identifying information with the survey. Your responses will be collated with those of the other participants and reported as aggregate data. Dr. Patricia Mitchell is the Chair of my Dissertation Committee. She can be reached via email at [email protected] I can always be reached at 415-860-7992 or via email: [email protected] to provide further information about this study. Thank you for your assistance with my dissertation research. Lily Benavides Fourth-year Doctoral Candidate University of San Francisco/School of Education Organization & Leadership Program [email protected] 415-860-7992 1. Please note that you may discontinue your participation in the study at any time. The data will be kept confidential.
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