The CIPD Managing at the Sharp End survey was developed to enable a robust understanding of the manager as coach issues from the perspectives of line managers. It was completed online by more than 500 managers from public, private and non-for-profit organisations during a five-week period in December 2008 and January 2009.
Survey responses enabled the development of two-stage model of coaching characteristics that make up a coaching style of management:
• Line managers identify time constraints as the most significant barrier to achieving a coaching style of management. In addition, organisation culture, a perceived lack of skills and a lack of confidence to deal with difficult people can inhibit a coaching style of management.
• Internal stakeholders – top managers, HR practitioners, individuals, coaches and line managers are all important if a coaching culture is to be achieved. Line managers are crucial if coaching is to become ‘the predominant style of managing and working together’.
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12 July 2010
Launch of new Equality & Diversity Coaching Training programme - this innovative programme reflects key issues facing companies and individuals in public, private and third sector organisations.
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09 July 2010
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07 April 2010
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07 April 2010
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