Leadership coaching has become an integral part of the corporate world, with organizations recognizing the importance of developing their leaders to achieve success. However, the focus of leadership coaching has shifted over the years, and researchers Tatiana Bachkirova and Peter Jackson set out to understand the changing needs and goals of leaders through their research article, “What do leaders really want to learn in a workplace? A study of the shifting agendas of leadership coaching.”
The article, published in the Social Science Space, delves deep into the findings of their study and reflects on the factors that led to its publication. The authors, who are both experts in the field of leadership coaching and education, share their insights and reflections on the evolving landscape of coaching and the role of leaders in today’s workplace.
For Tatiana Bachkirova, a professor of coaching psychology and the director of the International Centre for Coaching and Mentoring Studies at Oxford Brookes University, the idea for this research article came from her observations as a coach and educator. She noticed a shift in the priorities of leaders, from focusing on personal development to more strategic aspects of leadership, and this sparked her curiosity to explore this topic further.
Peter Jackson, an independent coaching consultant with over 25 years of experience in the field, was also intrigued by the changing trends in leadership coaching. Together, they embarked on a research journey to understand the current state of leadership coaching and what leaders really want to learn in the workplace.
Their study involved in-depth interviews with 20 senior executives from various industries, all of whom had received coaching at some point in their career. Through these interviews, Bachkirova and Jackson were able to identify four main shifts in the agenda of leadership coaching.
The first shift was a move from focusing on personal development to more strategic aspects of leadership. This change is reflective of the current business landscape, where leaders are required to possess a wide range of skills and competencies to navigate through complex and uncertain situations.
The second shift was a move from an individualistic approach to a more systemic and relational one. Leaders are now expected to have a greater understanding of their organization and its stakeholders, and coaching is seen as a way to develop this perspective.
The third shift was a move from a problem-solving approach to a more reflective and transformative one. This shift highlights the importance of self-awareness and personal growth in leadership development, as opposed to just addressing immediate challenges.
The final shift identified was a move from an emphasis on coaching as an individual intervention to a more integrated and continuous process. This change signifies the growing importance of coaching as a long-term investment in developing leaders and creating a positive organizational culture.
Bachkirova and Jackson’s research provides valuable insights into the shifting agendas of leadership coaching, and the paper has received widespread attention from both academia and the coaching industry. The authors attribute the success of their article to the collaborative and reflective approach they took in conducting the study.
They also believe that the significance of their findings lies in the fact that it challenges the traditional views of leadership coaching and highlights the need for a more holistic and integrated approach. Through their research, they hope to encourage leaders and organizations to think differently about coaching and the development of their leaders.
Furthermore, the authors emphasize the importance of continuous learning and self-reflection for leaders. They believe that coaching is not just a tool to address immediate problems, but rather a journey of personal and professional growth that can help leaders achieve their full potential.
In conclusion, Tatiana Bachkirova and Peter Jackson’s research article sheds light on the evolving landscape of leadership coaching and the changing needs and goals of leaders in today’s workplace. Their findings challenge traditional views and emphasize the importance of a more holistic and integrated approach to coaching. As the business world continues to evolve, it is crucial for leaders to adapt and continuously develop their skills and competencies, and coaching plays a vital role in this journey.
