In recent years coaching has become an increasingly popular intervention used in both personal and professional development spheres. This chapter draws on industry research from scholars as well as professional organizations to map the history, definitions, and trends of executive and organizational coaching to provide clarity on a complex and…

Purpose: The purpose of this paper is to propose a training and development (T&D) evaluation model that includes new societal indicators, considering the growing demand to do so. Three complementary studies were done. Study I used a framework for T&D evaluation that includes societal impact in it. Study II investigated which levels of…

Purpose: The purpose of this paper is to explore how a medium sized business has addressed what it has termed a "push-pull" method of management and organization development, based around an action learning approach. Design/methodology/approach: The paper sets out a methodology that other SMEs might look to replicate in their management and…

This article begins with a review of practical experiences in establishing self-development groups before it draws out some of the wider lessons for those wishing to follow this particular route. Discusses what self-development groups look like, how they work, and possible outcomes. (CT)

A newly appointed woman dean discusses the value of a management development program involving a process of self-analysis and self-determination of leadership style and effectiveness (the University of Illinois "Executive Leadership Seminar"). (JT)

Interviews with managers caught between traditional organizational culture and a shift to "learning organizations" show that individual development is important to organizational change; efforts to change managers to fit a culture defined by top management may not succeed if the vision is not shared; and spiritual and moral dimensions of…

Effective organizational learning must build on individual learning. Continuous work-centered learning is a sequential process of interaction, implementation, integration, and iteration. A learning organization should aim to improve individual capacity to recognize and use learning opportunities. (SK)

The rationally based model of action learning limits learning and change. Adding a psychological component (emotional experiences that promote or discourage learning) and a political component (effects of institutional and personal power relations on learning) broadens understanding of individual and organizational development. (SK)

Assertiveness training involves pursuing personal goals, protecting individual rights, and achieving results without violating the rights of others. (ABM)

Action learning should result in personal growth leading to organizational growth. However, differences in learner perspectives, problems in group decision making, and circumstances inhibiting learning transfer may explain why organizational growth does not always result as expected. (Contains 21 references.) (SK)

Approaches to career paths and sequence of events are seen from two perspectives, the individualhs and the organization's needs and preferences. (MF)

Humanized management may be the core of a successful extension career for both administration and staff, according to the author, who discusses the process of humanizing and managing for extension (and other) professionals. He states that humanized management is an art that must be learned and practiced. (MF)

A four-phase study was conducted in Great Britain to determine what executive coaching is, why organizations use it, what issues are involved, and where executive coaching fits in terms of management learning theory. Data were gathered through a literature review, in-depth interviews with management development specialists and others in…

In the context of the United Kingdom's further education (FE) system, continuous professional development (CPD) can be considered to include study for further qualifications and formal and informal in-college development programs. The tradition has been for teachers to determine their own development. In situations where resources to support…