The relationship between executive coaching and organizational pe.pdf

Further this study asked female executives to provide

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Further, this study asked female executives to provide insight and feedback on their experiences with executive coaching, a specific leadership development modality.
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24 This data relied on the self-perceptions of the participants to quantify the outcomes of the executive coaching program on their organizational performance, their behavior on the job, the measured impact in business areas, and the opportunity for further promotion. The inherent danger in relying sole ly on individuals‟ perceptions of a personal experience they underwent is that they may be unable to present a clear and objective accounting of the facts, thereby placing limits on the interpretation of the findings. The results of this study may be further limited by the use of one single method for data collection, that of a survey questionnaire. Had other non-quantitative methodologies been utilized, such as interviews, focus groups, or observations, the resultant findings may have been improved. Significance of the Study The importance of this research study was compelling for the following reasons: as organizations continued the expansion of their operations on a global scale, their need for highly valued executive leadership far outstrips the present supply. Evidence exists to support the identification, development and promotion of women into the executive suite, as studies have found a correlation with the number of female executives in key executive positions, and significant financial improvements. A key significance of this study was to provide evidence that supports the organizational practice of developing high-potential female candidates into capable, competent senior executives, via well-constructed executive educational development efforts, such as executive coaching, which prepared these individuals to assume the most senior leadership positions of their organization. Organizations invest in educational training for their senior executives in their quest to develop global leaders to remain competitive on a worldwide scale. A major
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25 shortcoming of this type of executive educational development effort is the lack of comprehensive analysis as to whether the expected outcome of the leadership development effort was on individual performance, as compared to organizational performance. This research is critical, for as organizations begin to measure the results of these executive leadership development experiences, educators will gain a deeper understanding as to how to best design and structure these executive development programs, which result in quantifiable organizational results. A further significant outcome of this research study was to provide evidence of the impact of executive coaching on organizational performance. This was achieved via the development of the Executive Coaching Effectiveness Survey which quantified the impact that executive coaching had on the organizational performance of female executives. In addition, this tool served to provide evidence of the impact of executive coaching on their individual performance as well.
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