The Coaching Alliance as a universal concept spanning conceptual approaches

Abstract

Complex processes in change-inducing relationships Developments in recent years in the counselling and psychotherapy outcome research literature can further inform this discussion of the Coaching Alliance. These developments are first, the increasing realisation that a consideration of participant, relational, technique and contextual factors is required in the complex process of change, rather than the previously prevailing assumption that

Coaching practitioner development: Beyond training and supervision to growth focused therapy

“…The criticality of the coaching alliance has been identified previously (Kemp, 2008(Kemp, & 2009O'Broin & Palmer, 2009;O'Broin & Palmer, 2010) however the challenge for coaching practitioners is to progressively deepen our ability to introspect, explore and understand our own unique psychological, behavioural, affective and cognitive constructs in order to effectively and accurately manage ourselves and hence optimise our ability to facilitate our clients' growth and development intentions and aspirations.…”

Prospective associations between working alliance, basic psychological need satisfaction, and coaching outcome indicators: a two-wave survey study among 181 Dutch coaching clients

“…Although the coaching relationship is no clear-cut construct [24][25][26][27], research tends to converge on the importance of collaboration and consensus between coach and coachee, as originally recognized in Bordin's [28] conceptualization of the (therapeutic) "working alliance" [16,24,25]. In the coach-coachee working alliance, collaboration is an active process (i.e., both coach and coachee actively contribute) to negotiate and establish goals and set tasks to realise the goals mutually agreed upon [29], building on a bond of trust.…”

“…Because of the highly heterogeneous nature of coaching, research on its effective components has focused both on factors that are specific to certain coaching techniques or interventions, as well as on factors that are common across various forms of coaching [13][14][15]. Among the latter factors, the relationship between coach and client (hereafter: coachee), and the motivation of the coachee, have been repeatedly forwarded as key "common" factors for positive coaching outcomes [6,[15][16][17], sparking interest in the study of underlying psychological mechanisms. Several authors (e.g., [18][19][20][21][22]) have suggested that self-determination theory (SDT; [23])-a macro theory of human motivation, development, and health [23]-may be a particularly useful framework from which to understand the linkage between the coach-coachee relationship and coachee motivation, and how these factors relate to coaching outcomes.…”

Exploring key aspects in the formation of coaching relationships: initial indicators from the perspective of the coachee and the coach

“…These questions include what qualities or behaviours help to create an ideal coaching relationship, and whether, how and when the coach being attuned to their coachee may be valuable in establishing, developing and maintaining the coaching relationship. In the meantime, research studies tentatively indicating an association between the coaching relationship and coaching outcome (Baron & Morin, 2009;Dingman, 2004) are beginning to join those discussion papers suggesting the importance of the coaching relationship in the coaching process (Bluckert, 2005;Kemp, 2008aKemp, , 2009O'Broin & Palmer, 2006, 2009, 2010a. A few studies have also begun to highlight those qualities and characteristics of the coaching relationship considered important to its creation and development, (Gyllensten & Palmer, 2007;Luebbe, 2005).…”