Theoretical Background of Coaching Leadership

손연숙(Yeon-Sook Son) 캐롤라인유니버시티(글로벌융복합학회) 2021 글로벌융복합학회 학술발표집 Vol.2021 No.-

This study is about the theoretical background of leadership in coaching leadership. After looking at the theory of coaching and the theory of leadership, I tried to see the relationship between leadership theory and coaching. Coaching theory first looked at sports coaching, organization coaching, and private coaching. Leadership theory is divided into traditional leadership and transformational leadership. Traditional leadership has looked at characteristic theory, behavioral theory, situational theory, and goal-path theory. Traditional leadership theory has been the theory of characterizing leaders. I also saw a transformational leadership theory that was different from the traditional leadership theory. Transformational leadership theory is a way of looking at the direction of a leader. And I looked at the relationship between leadership theory and coaching. Coaching leadership was seen in two directions: guiding coaching and sponsoring coaching. Guiding coaching is a coach-driven coaching approach and sponsoring coaching is a customer-centric coaching approach. The two directions of coaching leadership also relate to leadership theory. From the content of the theory, traditional leadership theory is related to guiding coaching, and sponsoring coaching is related to sponsoring coaching.

검도지도자의 코칭행동 분석연구

김영학(Young Hak Kim) 대한검도학회 2004 대한검도학회지 Vol.20 No.1

This study makes a systematic observation and analysis of coaching behavior of kumdo coaches, which continues to classify those leaders, for the purpose of attaining comparison and research results, by the object players that they are teaching. In order to achieve the expected results. I selected appropriate study subjects : three coaches who are athletes teaching male players of high school and three coaches who are athletes teaching female players of high school. Date for this study was adapted from Coaching Behavior Observation Recording System (CBORS), which was developed by Stewart(1980), to collect in the method of recording the observation after recasting CBORS to suffice for the purpose of this research. The date was categorized on the coaching behavior record list for the time spent on each behavior area. Then the data was analyzed by calculating the ratio of frequency and time spent on each area. Through the analysis of data on the coaching behaviors of kumdo coaches, following results were obtained. The object players for teaching made a difference in coaching behavior among the kumdo coaches. While coaches teaching female player teaching behavior, one of the subcategory of coaching behaviors, spending more time in monitoring, those teaching male players showed equal time spending in monitoring and supportive behaviors. Additionally, in terms of non-studying training behavior, it was revealed that coaches teaching female player spend more time in operation than those teaching male players, and the time of coach absence was shown more in those teaching male players.

Understanding the Coaching Industry

Ko, Yun Seung(고윤승) 한국전시산업융합연구원 2014 한국과학예술융합학회 Vol.18 No.-

As the recent global financial market is placed in an unstable and an uncertain environment, businesses exert themselves to improve staff members’ performance and leadership. However, they recognize that the past management method of instruction has a limit in improving their competitiveness. Many references say that coaching accelerates learning, improves leadership, develop individual capacity and others. Coaching shows a rapid growth in the global market and in the country. As for measures to develop potential of the members and improve leadership to elevate the organizational performance, businesses suggest coaching. The study is designed to arrange contents which are differently defined according to the viewpoints of many researchers, and seek for understanding and structure of coaching industry which is being under expansion and growth. In particular, qualification and capacity of coach, an interested party of coaching as well as academic background are to be examined. Lastly, as coaching has a pivotal role of developing human resources and causes confusion in the use of intervention methods similar to coaching, the comparison between them was made to find out its current position. Consequently, the study is to make the use of coaching and its implication and relevant suggestions. The limit of the study is that it was made centering on literature released in and out of the country. Besides, the subject to research is limited to coach, an interest party in coaching industry. I would like to suggest through the study that first, a study to find out coach, an interest party of coaching, coachee, customer and coaching system is needed. Second, it is needed to develop a capacity model capable of managing capacity level of coach and sharing between interest parties. Third, a study regarding academic background of coach to works as a professional coach in the global market is needed. Fourth, educational program development for fostering a professional coach is necessary.

The Relationship Between Efficacy and Burnout in Coaches

Sandra E. Short,Martin W. Short,Chris R. Haugen 한국코칭능력개발원 2015 International Journal of Coaching Science Vol.9 No.1

This study examined the relationship between coaching efficacy and coaching burnout. Based on previous theory and research in these areas, it was hypothesized that coaches who were higher in coaching efficacy would experience less burnout during a competitive season compared to those lower in coaching efficacy. The sample was comprised of high school basketball head coaches. For the pre-season, 101 coaches participated, however only 68 of them followed through by completing the post-season measures. Coaching efficacy was measured with the Coaching Efficacy Scale (Feltz, Chase, Moritz, & Sullivan, 1999). Coaching burnout was assessed using a modified version of Raedeke’s (1997) athlete burnout measure. Descriptive results showed that coaches had lower coaching efficacy and higher coaching burnout scores at post-season compared to pre-season. Correlations between coaching efficacy and burnout were negative at both time periods. Differences in coaching burnout were examined using a 2 (high / low coaching efficacy group) by 2 (pre-post season) MANOVA with repeated measures on the last factor. There were several significant main effects and interactions, and in general, as time passed the low efficacy coaches were more burned out compared to the high efficacy coaches. The results imply that a high sense in one’s coaching efficacy may have an insulating effect against the large number of stressors that have been associated with the coaching profession.

국내외 코칭관련 대학과 교육과정 분석

도미향 한국코칭학회 2023 코칭연구 Vol.15 No.4

This study investigates coaching-related departments and curriculums at domestic and foreign universities to solidify the academic foundation of coaching science based on universities as domestic and foreign coaching-related universities that continue to increase. Various curriculums are also being created through universities and coaching-related institutions. To this end, the names of schools, departments, and curriculum names where coaching was opened at domestic and foreign universities were analyzed through the academic Research Information Service System(RISS) and domestic and foreign sites search. The results of this study are as follows. In domestic universities, 30 undergraduate and master's and doctorate programs were opened in 23 universities, while in foreign universities, 22 universities were opened in the order of coaching-related schools in the United Kingdom, the United States, and Australia. The names of coaching-related departments at home and abroad are marked in various ways, and as a result, the national coaching certificate course for standardization work was reviewed and presented. The fact that coaching departments have been opened at domestic and foreign universities and coaching curriculums are being operated in various ways is very encouraging in that coaching is more academically organized and excellent professional coaches are being trained. It is also very noteworthy that South Korea has the largest number of coaching departments in the world, and South Korea's coaching status can be unfolded globally. 본 연구는 국내외 코칭관련 대학이 지속적으로 늘어나고 있고, 대학과 코칭관련기관을 통한 다양한 교육과정이 만들어지고 있어 대학을 토대로 한 코칭학의 학문적 토대를 굳건히 하기 위해 국내외 대학에서의 코칭 관련학과와 교육과정에 대하여 조사하였다. 이를 위해 학술연구정보서비스(RISS)와 국내외 사이트 검색 등을 통해 국내·외 대학에서 코칭이 개설된 학교와 학과명, 교육과정명을 분석하였다. 본 연구의 결과는 다음과 같다. 국내 대학은 23개의 대학에서 30개의 학부, 석박사과정이 개설되어 있고, 국외 대학의 코칭관련학과 개설학교는 영국, 미국, 호주 순으로 22개의 대학에서 석박사과정이 개설되어 있다. 국내외 코칭 관련학과 명칭은 다양하게 표기되고 있으며, 코칭교육과정 표준화작업을 위한 코치 국가자격증 교과목을 검토하여 제시하였으며 그 결과 2급과 1급으로 자격을 나누고, 기본적으로 전문대학 이상에서 5가지 영역에서 코치 자격증 관련 15과목 이상 이수를 조건으로 하는 것을 제안하였다. 이상을 통해 국내·외 대학에서 코칭학과가 개설되어 있고, 코칭 교육과정이 다양하게 운영되고 있는 것은 코칭이 학문적으로 더욱 체계화되고, 우수한 전문 코치가 양성되고 있다는 측면에서 매우 고무적인 사실이다. 또한 한국이 전 세계에서 코칭학과가 가장 많다는 사실은 아주 주목할 만하며 한국의 코칭 위상이 세계적으로 펼쳐질 수 있음을 알 수 있다.

코칭역량연구에서의 Q방법론적 접근

김경미,정희정 한국코칭학회 2019 코칭연구 Vol.12 No.1

This research shows the introduction to Q-methodology as a coach individual Q methodological study of subjectivity on coaching competencies and the study design of Q methodological study of subjectivity of on coaching competencies. The perception of coaching competencies could be changed according to subjective criteria of the coach, which directly affects on the coaching process. Therefore, that can be used to scientifically and systematically measure the coach's subjectivity about coaching competencies through the Q-methodological approach to coaching competencies. The Q-methodology is an approach, a research method , and an analysis method to be used throughout social science about subjectivity study of human. The Q-methodology applies a small number of samples to address the intraindividual difference significance rather than between individuals and it is an appropriate research method to objectively measure the subjectivity which an individual has about particular targets in small number of sample analysis and audience analysis. Procedures for coaching competency applying the Q-methodology are carried out in five steps; literature research and focus group interview, and analysis of results, Q population construction and extraction, P sample selection and Q classification and processing, analysis and typification, and conclusions. Q-methodology, which is an appropriate research method for objectively measuring the subjectivity of an individual to a particular subject, is not only applicable to the coaching competency, but also particularly useful in studying individual subjective traits in all field of coaching. Based on this research, the research using the Q-methodology in the domestic coaching research would be expanded, and the coaching research and discussion of diverse topics using an active Q-methodology for in-depth coaching research are expected to be conducted. 본 연구는 코칭역량에 대한 코치 개인의 주관성 연구로서 Q방법론의 소개와 코칭역량에 대한 주관성연구의 연구설계를 제시하였다. 코칭역량에 대한 인식은 코치의 주관적 준거에 따라달라질 수 있으며, 이는 코칭 진행에 직접적인 영향을 미치게 되므로 코칭역량에 대한 Q방법론적 접근을 통해 코치역량에 대한 코치의 주관성을 과학적이고 체계적으로 측정할 수 있다. Q방법론은 인간의 주관성 연구를 위해 사회과학 전반에 걸쳐 사용되고 있는 접근 방법, 연구방법이며 분석방법이다. Q방법론은 소수의 표본을 적용하여 개인 간의 차이가 아닌 개인내의차이의 중요성을 다루며 소규모 표본분석과 수용자 분석 면에서 유용한 연구방법으로 특정대상에 대해 개인이 가지고 있는 주관성을 객관적으로 측정하는데 적절한 연구방법이다. Q방법론을 적용한 코칭역량에 대한 연구절차는 문헌연구 및 표적집단인터뷰(FGI: focus group interview)와 결과분석, Q모집단 구성 및 추출, P표본 선정과 Q분류 및 결과처리, 해석및 유형화, 결론의 다섯 가지 단계에 걸쳐 진행된다. 특정대상에 대해 개인이 가지고 있는 주관성을 객관적으로 측정하는데 적절한 연구방법인 Q방법론은 코칭역량에만 적용 가능한 것이 아니라 코칭의 모든 분야에서 개인적인 주관적 특성을 연구하는데 특히 유용하다고 볼 수 있다. 본 연구를 토대로 국내 코칭연구에서 Q방법론을 활용한 연구가 확대되고, 다양한 주제의코칭 연구와 논의가 Q방법론을 활용하여 심층적으로 활발히 수행되길 기대한다.

리더의 코칭행동이 구성원의 태도에 미치는 영향: 직무만족의 매개효과와 감성지능의 조절효과

성낙청 ( Nakcheong Seong ),문재승 ( Jaeseung Moon ),박계홍 ( Kye-hong Park ) 한국생산성학회 2016 生産性論集 Vol.30 No.4

According to the recent changes in the management environment, leaders are asked to have an ability to draw potential of employees. Coaching, as one of the strategies of human resources development, is drawing to people`s attention. The purpose of the study is to analyze the mechanism of leader`s coaching behavior which influences the attitude and behavior of employees. We tested serious hypotheses which propose the relationships among leader`s coaching behavior, job satisfaction, organizational commitment, turnover, and emotional intelligence. Specifically, job satisfaction is considered as a mediator between leader`s coaching behavior and employee`s attitudes(organizational commitment and turnover intention). As for a moderating effect, we determined emotional intelligence which draws attentions in the recent organizational behavior studies. We collected and analyzed the data from 285 employees of both public and private sector in Korea. SPSS 20 was applied for the analysis. The research findings are as follows: First, we found that leader`s coaching behavior was positively associated with organizational commitment, but negatively associated with turnover intention. Second, our empirical data showed that job satisfaction was mediating the relationship between leader`s coaching behavior and organizational commitment, between leader`s coaching behavior and turnover intention. Third, emotional intelligence moderated the relationship between leader`s coaching behavior and turnover intention negatively. Based on the research findings, this paper makes theoretical and practical contributions: theoretically, it contributes to deepening our understanding of leader`s coaching behavior by suggesting a theoretical model regarding leader`s coaching behavior, job satisfaction, employee`s attitude and emotional intelligence. We found the mechanism of leader`s coaching behavior which influences employee`s attitude and behavior. Practically, this study suggested that it is necessary to concentrate on leader`s coaching in the operational level considering the influence of leader`s coaching behavior on employees. It is also important to take care of employee`s emotional intelligence. Future research is necessary to explore various factors which can influence the effectiveness of coaching such as the context of coaching, relationship with coaching customers, coach`s competency, etc. Some limitations of the study and future research directions were also discussed.

Coaching high-performance sport coaches: The 12-month learning journey of two university head coaches

Francois Rodrigue,Pierre Trudel,Diane M. Culver 한국코칭능력개발원 2021 International Journal of Coaching Science Vol.15 No.1

In North America, intercollegiate sport is, in many cases, a stepping-stone in building a professional career for its actors. The quality of programs offered to athletes depends on many factors, including quality coaching. Effective university sport coaches have to help athletes reach athletic excellence while managing large-scale programs and supporting their athletes’ holistic development. Recent research on coach learning has suggested that providing coaches access to a personal learning coach offers valuable support because it provides a safe environment to reflect and act on their actual coaching practice. The purpose of this study was to examine the evolution, and to assess the value creation of a 12-month learning journey of two intercollegiate head coaches who were supported by a personal learning coach. Results show that these two coaches’ learning journeys had different learning activities and addressed diverse coaching topics. Collaborating with a personal learning also nurtured the creation of multiple types of values for both coaches’ practice.

ICF 핵심역량 중 코칭프레즌스 역량 및 코치의 존재방식 연구

원경림,권은경 한국코칭학회 2019 코칭연구 Vol.12 No.1

The purpose of this study is to enhance the competence of professional coaches by understanding ‘coaching presence', which is the fourth of the 11 core-coaching competences of the International Coach Federation (ICF). To this end, the study analyzed the concept and definition of ‘presence’ and reviewed the ICF's definition of ‘coaching presence' capability and implementation guidelines, key skills for qualification evaluation, and the existence of coaches implementing coaching presences. The results of the study are as follows. First, it was recognized that presence was used as a term to mean sense of site, social sense, presence, perception of existence, interaction, and connection from various academic perspectives. Second, the ICF defined coaching presence as 'the ability to be fully conscious and create spontaneous relationships with the client, employing a style that is open, flexible and confident. This definition refers to the coach's interaction and utilizes the coach's perception of the customer's agenda and the way the customer is present, reflecting and using perceptions in the coaching. Third, the coach implementing the coaching presence should become the client's complete partner in coaching dialogues and orientations for interacting with the client, and the relationship between the coach and client should be horizontal and deep in the partnership. The coach's key skills are his ability to use the coaching process for deep observation and observation of the client. The Associate Certified Coach (ACC) level should be able to deeply connect with customers by observing and perceiving the information on their clients' agenda and using it for coaching, but having a Master Certified Coach (MCC) level that knows who they are, what they want, and how they learn and create new things. In particular, the coach should exist as fully connected observers to the client and should be able to coach effectively by establishing coaching relationships. Through this study, the concept of 'coaching presence' competence was theoretically codified and the master certified coach level skills required by the ICF were clarified. We expected that coaching presence can contribute to enhancing professional coaches' ability if it increases and can apply the understanding of core skills and practices of 'coaching presence'. 본 연구는 ICF 핵심역량 11가지 중 4번째 역량인 ‘코칭 프레즌스’ 역량을 이해하고, 전문코치로서 이 역량을 구현하기 위하여 갖추어야 할 기술과 존재 방식을 검토하고 코칭 현장에서이 역량이 구현되는 방식을 사례로 검증함으로써 전문 코치의 역량을 강화하는 것을 목적으로한다. 이를 위해 본 연구자는 프레즌스에 대한 다양한 학문적 논의를 점검하였고, ICF의 코칭핵심역량 정의와 실행 지침, 자격 평가 핵심 기술 및 코칭 프레즌스를 구현하는 코치의 존재방식에 대하여 검토하였다. 연구결과 다음과 같은 논의점을 도출하였다. 첫째, 프레즌스는 다양한 학문적 관점에서 현장감, 사회적 현장감, 존재감, 존재에 대한 인식, 상호작용, 연결감을 의미하는 용어로 사용되고 있음을 파악하였다. 둘째, ICF에서는 코칭프레즌스 역량을 ‘충분히 의식(또는 지각)하며 개방적이고 유연하며 자신감 있게 고객과의 자연스러운 관계를 만드는 능력’으로 정의한다. 이러한 정의는 코치가 고객과 현재에 함께 하면서 고객의 의제와 고객이 존재하는 방식에 대해 지각하고, 지각한 것을 코칭에 반영하고 활용하는 코치의 상호작용 방식을 의미한다. 셋째, 코칭 프레즌스를 구현하는 코치는 코칭 대화를하고 방향을 정함에 있어 고객의 완전한 파트너가 되어 고객과 상호작용 하여야 하며, 코치와고객의 관계는 수평적이고 파트너십의 깊이는 깊어야 한다. 코치가 발휘할 핵심적인 기술은코치가 고객을 깊이 관찰하고 관찰한 것을 코칭 프로세스에서 활용하는 기술이다. 초보적인코치는 고객의 의제에 관한 정보를 주로 관찰하고 코칭에 활용하지만 수준이 높은 마스터코치(MCC)는 고객이 누구이고, 원하는 것이 무엇이며, 고객이 어떻게 새로운 것을 배우고 창조하는지 깊이를 충분히 관찰하고 지각함으로써 고객과 깊이 연결될 수 있어야 한다. 특히 코치는고객에게 온전히 연결된 관찰자로 존재하여야 하며, 코칭관계를 구축함으로써 효과적인 코칭을 할 수 있어야 한다. 이 연구를 통해 코칭 프레즌스 역량에 대한 개념을 이론적으로 체계화 하였으며, ICF에서요구하는 마스터코치(MCC) 수준의 기술을 명료화하였다. 코칭 프레즌스의 핵심 기술과 실천방법에 대한 이해도를 높이고 적용한다면 전문 코치의 역량을 강화하는데 기여할 것으로 기대된다.

골프지도자의 코칭지식이 선수의 지도자 신뢰와 운동의욕에 미치는 영향

최관용(Choi, Kwan-Yong),하정훈(Ha, Jung-Hoon) 한국체육과학회 2020 한국체육과학회지 Vol.29 No.1

The purpose of this study was to find out the relationship between golf coach’s coaching knowledge on trust of coach and exercise volition of athletes. Golf athletes population who are registered to Korea Junior Golf Association and Korea Collegiate Golf Federation in 2018 and 231 samples were collected by a convenience sampling method. Among them, 217 samples were analysed, 14 samples were excluded as they were regarded as unreliable. According to the purpose of the research, those were analyzed by frequency, exploratory factor, confirmatory factor, reliability, correlation, structural equating model and bootstrapping analysis through IBM SPSS Statistics 22 and IBM SPSS Amos 22. As the results, the following conclusion was derived. Firstly, coach’s coaching knowledge perceived by athletes’ affects on trust of coach. Secondly, coach’s coaching knowledge perceived by athletes did not have an effect on exercise volition. Thirdly, athletes’ trust of coach had an influence on exercise volition. Lastly, the relationship between coach’s coaching knowledge perceived by athletes and exercise volition had a mediating effect of trust of coach.