Faculty of Commerce, Law and Management (ETDs)
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Item Experiences of positive psychology coaching for women’s success in workplace(University of the Witwatersrand, Johannesburg, 2018) Mokwele, MapasekaThe findings of the study revealed that positive psychology coaching assists the coachees in their ability to develop positive thinking; it helps to improve confidence and resilience, enhances self-awareness and interpersonal skills, enhances learning and knowledge and also enhances decision making skills. Despite this, there were challenges that were highlighted during the use of positive psychology coaching. There were three core challenges that were revealed by the findings, which were the personal coachee challenges, environmental challenges, as well as the PPC tools and methodology challenges. The findings show there were overall benefits which entailed higher level of self-awareness and control where the coachees were able to tap into their strengths, increased their energy, eliminated negative thoughts and felt empowered in so far as being able to achieve all their desires. It is evident that positive psychology coaching is a vital tool for women in leadership as it enhances their ability to go for what they want and believe in themselves, thereby reaching their optimum psychological aspects resulting in success in the workplaceItem The Role of Spiritual Intelligence in Coaching at the Department of Social Development in Gauteng(University of the Witwatersrand, Johannesburg, 2023) Rammble, Leola; Matshabaphala, Manamela JohnnyThe Gauteng Department of Social Development (GDSD) and others must negotiate unpredictable, uncertain conditions. Due to internal and external problems, organisations are examining their strategies, structures, processes, people and culture. Many organisations are increasingly interested in incorporating spirituality and spiritual intelligence (SQ) into the workplace due to the benefits to the organisation and personnel. SQ encourages flexibility, inventiveness, and self-awareness to motivate personnel toward a common objective. This study explored the role of SQ in coaching to support leaders in GDSD to respond to internal and external challenges. Coaching is a tool that public sector organisations are looking at to build leadership capacity. Based on the research sub-objectives and questions, a systematic review of the literature was done. To acquire in-depth insights based on participant experiences, seventeen virtual interviews were conducted. The data was thematically analyzed to find and understand trends in light of the aims and propositions. According to the findings, there is a lack of awareness of spirituality, religion, and SQ. There is a need to educate and raise knowledge about SQ and its benefits. The data also demonstrated the benefits of incorporating SQ into the workplace. Finally, a SQ coaching framework was designed based on the findings to facilitate the inward journey of reflection and change which leaders can transform directly into supporting the organisation. Finally, the study adds to the conversations and knowledge about incorporating SQ into coaching.Item The effectiveness of coaching leaders’ emotional intelligence in corporate South Africa(University of the Witwatersrand, Johannesburg, 2023) Mbili, Siphokazi; Anandlal, PraneshLeadership coaching has become a tool for developing emotional intelligence amongst leaders in in corporate organisations. Many corporate organisations in South Africa have started to practice leadership coaching with the intention to improve culture in organisations and to appropriately align their objectives of the entities with the humanistic perspective of people that work in the organisation. Emotional intelligence is a skill that is perceived as important to be able to create an environment where both the corporate organisations and the people thrive. The purpose of the study is to explore the perceptions of coaching leaders’ emotional intelligence and to further explore the role that coaching has on the emotional intelligence of leaders. A qualitative research study was conducted, through semi-structured interviews conducted. The interviewees gave the interviewee to share their views and experiences allowed for a deeper understanding of the effect of coaching on the leader’s emotional intelligence. The population was specifically determined to be of leaders in organisations who had experienced coaching and were able to share their experience, their views, and their effect on their emotional intelligence. A total of 16 leaders were interviewed. A thematic approach to data analysis was used and a total of four themes were formulated. The key findings showed that emotional intelligence enhances leadership effectiveness, and that coaching plays a critical role in the emotional intelligence of leaders. This study contributes to the knowledge and awareness of using coaching to enhance emotional intelligence of leaders. In most cases, emotional intelligence does not occur spontaneously, with the assistance of a coach, the emotional intelligence of leaders may be developed, and this may contribute positively to people and to the organisationItem Coaching as a practice to develop and support social service professionals in the Gauteng Provincial Government(University of the Witwatersrand, Johannesburg, 2023) Hartmann, Amanda Marié; Magida, AyandaThis research explored how Social Service Professionals (SSPs) in the Gauteng Department of Social Development (GDSD) perceive the role of coaching as a practice to develop and support the professionalisation of SSPs in the said department. For this basic qualitative study, semi-structured interviews assisted with data collection from fifteen (15) participants employed as SSPs in GDSD. Key findings are that coaching as a practice is non-existent for SSPs in GDSD and that the critical success factors for coaching in GDSD are no different from that in any other organisation. Most participants supported the contribution that coaching could be a practice to develop and support service professionals. Participants further indicated they would prefer a layered approach to introducing coaching to specific levels of staff in the SSP category. Participants favoured a systematic introduction of coaching to ensure its long-term sustainability and highlighted the organisational and personal hindrances that could impact its adoption and effectiveness as a practice. The study contributes to a body of knowledge on the relevance of coaching for SSPs.Item Coaching as a practice to develop and support social service professionals in the Gauteng Provincial Government(University of the Witwatersrand, Johannesburg, 2023) Hartmann, Amanda Marié; Magida, AyandaThis research explored how Social Service Professionals (SSPs) in the Gauteng Department of Social Development (GDSD) perceive the role of coaching as a practice to develop and support the professionalisation of SSPs in the said department. For this basic qualitative study, semi-structured interviews assisted with data collection from fifteen (15) participants employed as SSPs in GDSD. Key findings are that coaching as a practice is non-existent for SSPs in GDSD and that the critical success factors for coaching in GDSD are no different from that in any other organisation. Most participants supported the contribution that coaching could be a practice to develop and support service professionals. Participants further indicated they would prefer a layered approach to introducing coaching to specific levels of staff in the SSP category. Participants favoured a systematic introduction of coaching to ensure its long-term sustainability and highlighted the organisational and personal hindrances that could impact its adoption and effectiveness as a practiceItem Retention of senior managers in the South African public sector: implications for coaching(2021) Nkhumise, M. L.The South African public sector is expected to ensure provision of speedy, consistent and high-quality service to its citizens, however, this has not been the case. As a result, the situation of poor service delivery has given rise to protests which are a common reality in South Africa and these sometimes become violent in nature. At the heart of these service delivery unrests is that the South African government is beset by high staff turnover rates especially at Senior Manager levels, which hampers the ability of institutions to deliver services to the public. The retention of Senior Managers in the public service is a growing HR challenge and it has become necessary to determine the factors that are important for them within the South African public sector. By understanding these retention factors, the research established what the implications are for coaching. The method of data collection from Senior Managers in the public service was semi-structured interviews. The key findings of the study were that retention of Senior Managers was influenced by a multiplicity of factors such as organisational culture, leadership, job satisfaction, remuneration, work life balance. These factors were identified as essential for the retention of Senior Managers within the South African public sector. The paradigm that was used for the study was constructivism which sought to understand the phenomenon from the lived and unique experiences of participants. The study used thematic analysis to identify, analyse, and interpret patterns of meaning (‘themes’) within data received from interviews. The findings of the study revealed the retention factors that Senior Managers consider significant. It was also found that some participants viewed exposure to executive coaching as necessary as it led to the discovery of their purpose and meaning in life and helped them to decide to pursue their aspirations, whilst other participants indicated that exposure to executive coaching influenced their decision to continue working for the public sector. Based on the outcome of the study, it is recommended that further studies be conducted on the topic with specific focus on theoretical and research coaching implications within the South African public sector context.Item Building an entrepreneurial mindset through coaching: a case of the unemployed in Mataffin, South Africa(2021) Mkhonza, Glory SiphiweThis study explored how coaching can help build the unemployed entrepreneurial mindset in Mataffin, South Africa. The unemployed have, since 2003, owned several valuable assets, such as farms, orchards, buildings, and land with infrastructure, but they remained poor and unemployed; the needed change was unlocking the potential that lay within them. This qualitative study explored how coaching can help build the unemployed entrepreneurial mindset in Mataffin, South Africa. This study was about enhancing the participants’ behaviour to acquire the necessary resources for a successful entrepreneurial mindset to achieve their objectives. A qualitative approach was used to explore and understand the participants’ experiences. The semi-structured interview method was applied, the researcher set the topics' outline covered to this study, the participants set the agenda, which directed the coaching. The audio file recordings were transcribed; they were used for the data analysis to generate code categories grouped into themes. The findings’ discussion was based on the themes that emerged from the pre-and post-in-depth interviews. The themes were Employment seeking opportunities, community challenges, Entrepreneurial opportunities/mindset and lessons learned by the participants. The findings were based on the coaching benefits in building entrepreneurial mindsets. Clients were introduced to coaching because they wanted their lives to change. The participants were encouraged to be coached to bring about positive changes in their lives. Key findings were that the participants were stuck pre-coaching; they had never thought of alternative ways to generate an income. Only post-coaching were they aware of other income generation methods, such as self-employment, and they opened to entrepreneurial opportunities as they started to apply entrepreneurial mindsetsItem The role of executive coaching in enabling social capital amongst female senior managers in Corporate Investment Banking(2021) Mashinini, Keitumetse (Zani)Organisations across the globe are looking to improve their diversity and inclusion efforts. This is in recognition that, despite many efforts such as designing women leadership development programmes to aid the advancement of women, women remain underrepresented n the corporate pipeline. It is thus of great importance to embark on a study to investigate the role that leadership development interventions such as coaching can play in enabling women to make use of social capital. Qualitative data was collected by means of interviews with senior female managers that have participated in a women’s leadership development programme that incorporated coaching and that appreciates concepts such as social capital. Patterns of meaning were identified using athematic analysis method. The findings showed that women’s preferences and values and their abilities and behaviours limited their career advancement. Other variables emerged as contributors to the lack of or the slow advancement of women. It was only after they had attended a leadership programme that included coaching to implement the learnings, that they started to adopt behaviours associated with social capital. The study recommends that, in order to facilitate the coaching experience and outcomes pertaining to career advancement, coaches need to understand the competencies that women need to adopt to make use of social capital. Further, human resources practitioners can make use of the findings to design leadership development programmes differently. The conclusion drawn from the study is that coaching as a leadership development intervention can enable the use of social capital and make a contribution to the career advancement of women particularly at senior management levelItem Executive coaching as a vehicle to enhance organisational performance and culture in a mining company in the Northern Cape(2021) Nkomombini, SiphoThis qualitative study explored executive coaching as a vehicle to enhance organisational performance and culture. The study was undertaken in an open cast mine in the Northern Cape, the mine is part of a bigger multinational mining group. The mine experienced a few leadership challenges when it came to holding leaders to account in driving high performance and to shape the requisite organisational culture. The key motivation of the study was that the study will help better understand the role of executive coaching and its impact on organisational performance and culture in a mining context. The main purpose of the study was to examine executive coaching as a vehicle to enhance organisational performance and culture within a mining company. The data was collected by means of face-to-face semi-structured open-ended interviews. The sample consists of 20 senior managers who have all undergone executive coaching within the company. The key findings of the study were that executive coaching plays a significant role in driving high performance and culture in organisations. The study contributes to an existing body of knowledge and positions executive coaching as key driver of high performance and culture in an organisation. In conclusion the study found that it is beneficial for companies deploy executive coaching as a leadership development tool. The results show that organisations that implement executive coaching have a high-performance culture and this will ultimately positively impact the organisations culture and strategy. the study has practical and theoretical implications for the leadership of the organisation, coaching practitioners, and coaching bodies because it outlines the role executive coaching played in leadership development. The study makes detailed recommendations for future research in the field of executive coachingItem Coaching as an enabler for South African executives to unlock added value from demographically diverse teams(2020) Roberts, PatriciaThis research explores the potential for coaching to enable leaders in South African companies to extract added value from demographic diversity in their teams. The research contributes to an understanding of how coaching can enable South African business leaders to overcome any personal inhibitions they may have related to people from other demographic groups and to shift their thinking beyond the tolerance of diversity to a point at which there is active engagement in pursuit of the added value that demographic diversity can bring. The action research process included seventeen interviews with participants who volunteered to be part of the research coaching. They consisted of two teams in two companies – eight people in one company and nine in another. The participants were demographically diverse leaders of demographically and culturally diverse teams. They all operated in demographically diverse situations, both related to upward and downward reporting lines. The research coaching consisted of six, monthly, three-hour group coaching sessions for each of the two teams and monthly individual coaching sessions for each participant for six months. The action coaching thus took six months (138 hours of action research, excluding pre- and post-coaching interviews) to complete. Participants were interviewed at the start and end of the coaching process about how coaching had impacted their ability to extract value from demographic diversity in teams. Their responses were analysed against the key questions the research aimed to answer. The participants shifted from tending to operate in business as though all people are the same, to acknowledging and honouring difference as a potential value addition to every thinking process. The research outcomes show the potential for South African businesses to operate in a way that encourages the active extraction of value from demographic diversity. It offers recommendations to address this in a way that enables companies to take advantage of the richness of diversity present in South Africa.