Wits Business School (ETDs)
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Item The effectiveness of executive coaching in enhancing leadership development in a State-Owned Company in South Africa(University of the Witwatersrand, Johannesburg, 2021-02) Khanyile, Nonhlanhla Maureen; Hlatshwayo, ElonaThis study's primary purpose was to explore the views of the executives’ and senior managers’ experiences of the executive coaching process and how this has enhanced their leadership development in a South African State Owned Company (SOC). Additionally, it explored the purpose of the Human Resources Talent and Transformation Department for embarking on the coaching programme, and the tools it uses to measure the executive coaching effectiveness. The study assumed a qualitative design, using semi-structured interviews with eight previously coached executives, senior managers, and two HR Talent managers. The study applied thematic analysis to analyse the interviews, and then identified common themes across coached executives and HR Talent managers. Based on the literature review and study findings, there are six elements which are key to the coaching process: (1) choosing a coach, (2) relationship with coach, (3) coaching environment, (4) setting goals, (5) assessment process, and (6) organisational support. The study submitted that the executives viewed coaching as a process having a positive impact in their work and personal journeys. To achieve these outcomes, the coaches must show trust and confidentiality, empathy, create a safe environment, and skills. The coaches must be willing to be open, and committed to the coaching process. The study suggests that there is no universal measure of executive coaching effectiveness. One of the study recommendations is that the HR Talent must establish the evaluation method to provide a correct measure of executive coaching effectiveness. The findings provide value to other SOCs seeking to embark on coaching or currently running the coaching programme. The coaching community (coaches, coaches, and established accredited coaching bodies) may also find this study beneficial in understanding the complexity of the subject matter.Item The effectiveness of alternative coaching approaches on the confidence of coaches with postgraduate qualifications(2021) Mashele, Amukelani BerthaSouth Africa is the largest provider of coaches in Africa and fifth largest in the world. It is important that coaches produced in the country are confident in their coaching skills. The purpose of this study was to explore the effectiveness of one-on-one coaching, peer coaching and coaching supervision in improving the confidence of postgraduate coaches at an academic institution in South Africa. The three coaching approaches were explored under the social cognitive, transformative and experiential learning theories. This research was cross-sectional; it identified with a social constructivism worldview following an interpretive approach which used a qualitative method to explore, in-depth, the different subjective understandings held by the participants. Primary data was sourced in the form of semi-structured interviews with 12 postgraduate coaches who had graduated from a coaching programme. A thematic analysis process was employed to analyse the data. It uncovered four main themes with 18 sub-themes. The key findings indicated that all three coaching approaches had different learnings that could be incorporated with the learning theories of Bandura’s social cognitive, Mezirow’s transformative learning and Kolb’s experiential learning. However, coaching supervision was perceived to be the most effective coaching approach in improving the confidence of postgraduate coaches. All three coaching approaches have value to offer for different conditions. Academic institutions offering coaching programmes should continue to invest more resources towards coaching supervision in order to enhance the confidence of postgraduate coaches, not disregarding, however, that practice makes perfect