Developing and Applying a New Instrument for Microanalysis of the Coaching Process: The Coaching Process Q‐Set

Revisiting the issue of boundaries between coaching and counselling

“…It is interesting that there is an emerging evidence that this feature may even unite coaches of various traditions thus satisfying the criteria of universality, something that was disputed before (Bachkirova and Kauffman, 2009). In a recent research by Bachkirova, Sibley and Myers (2015) 41 coaches from different orientations applied a developed instrument for describing an imagined typical coaching session. The findings demonstrated a shared perspective in the way coaching sessions are described.…”

Construct of Expertise Within the Context of HRD: Integrative Literature Review

“…Furthermore, in the first six years, 2006 (14%) and 2011 (12%), and in the second six years, 2012 (10%), and 2013 (10%), demonstrated above average use of expertise in the HRD literature. In recent years, the number of published articles decreased from 12 in 2011 and 10 each in 2012 and 2013 to two (2%) in 2014 (see Cascio, 2014; Liu, Jehng, Chen, & Fang, 2014), three (6%) in 2015 (see Bachkirova, Sibley, & Myers, 2015; Choi, Lee, & Jacobs, 2015; Melo & Beck, 2015), one (2%) in 2016 (see Yawson & Greiman, 2016), and two (4%) in 2017 (see Collins, 2017; Hutchins & Rainbolt, 2017).…”

“…Additional examples comprised expert practitioners’ opinions about diversity and interculturality within consulting teams, specifically performance-related aspects and activities to foster as well as risks and activities to diminish (Rupprecht, Birner, Gruber, & Mulder, 2011), continuing professional education (CPE) and professionals’ journey toward becoming an expert (Hashim & Ahmad, 2013), trainer expertise in structured on-the-job training activities (Choi et al, 2015), and SMEs from various expertise areas using a narrative approach for needs assessment in dynamic and uncertain environments (Dachner, Saxton, Noe, & Keeton, 2013). Bachkirova et al (2015) developed and applied an instrument to micro-analyze the coaching process. Participants comprised experienced coaches with expertise in researching or training other coaches, and finding suggested common elements and patterns in coaching sessions despite varying contexts, genres, and traditions.…”

An Investigation of the Three‐Way Joint Coaching Alliance: A Social Identity Theory Perspective

“…Participants are asked to cluster and prioritise statements based on their personal perspectives and understanding of the topic, though the final results are usually consolidated with other participants' aspects (objectively). Q-Methodology has been utilised in some coaching studies, for example to identify key features of the coaching process through the Q-sorting process (Bachkirova, Sibley, & Myers, 2015). Q-sorting was split into two levels with 10 participants (n = 10) differing from the interview contributors in this research.…”