A competency framework for coaches working in coaching development centres

IF 1.5 Q3 PSYCHOLOGY, APPLIED

SA Journal of Industrial Psychology Pub Date : 2021-04-29 DOI:10.4102/SAJIP.V47I0.1841

Bernice Slabbert, C. Hoole

引用次数: 2

Abstract

Coaching, which is at the heart of coaching practices such as executive coaching, one-on-one coaching, team coaching and coaching development centres (CDCs), requires a clear set of coaching competencies to ensure that it deliver its mandate to its clients, individuals, organisations and the profession. One of the more recent developments in coaching, development assessment centres (DACs) and CDCs focuses specifically on value-added services to employers to help employees actualise their full potential (ACSG, 2015; Lievens & Thornton, 2005; Rupp et al., 2006). Coaching competencies are therefore becoming more important than ever.

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在教练发展中心工作的教练的能力框架

辅导是高管辅导、一对一辅导、团队辅导和辅导发展中心(cdc)等辅导实践的核心，它需要一套明确的辅导能力，以确保向客户、个人、组织和专业人士传达其使命。培训、发展评估中心(dac)和cdc的最新发展之一特别侧重于为雇主提供增值服务，以帮助员工充分发挥其潜力(ACSG, 2015;Lievens & Thornton, 2005;Rupp et al.， 2006)。因此，教练能力变得比以往任何时候都更加重要。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

SA Journal of Industrial Psychology PSYCHOLOGY, APPLIED-

CiteScore

3.00

自引率

14.30%

发文量

审稿时长

35 weeks