Consulting Psychology Journal: Practice and Research 
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This is an RSS file. You can use it to subscribe to this data in your favourite RSS reader or to display this data on your own website or blog.The neuroscience of coaching.
This study showed that PEA coaching activates networks and regions of the brain that are associated with big-picture thinking, engagement, motivation, stress regulation, and parasympathetic modulation. Next we discuss research on the opposing domains hypothesis, showing that brain regions responsible for analytic thinking exist in tension with brain regions essential for socially and emotionally connecting with others and understanding ethical issues and being open to new ideas and learning. We extend these findings to explore how neuroscience explains different forms of empathy. In the next section we discuss neuroscience...
Source: Consulting Psychology Journal: Practice and Research - March 12, 2018 Category: Psychiatry & Psychology Source Type: research
Introduction to the special issue: Neuro-mythconceptions in consulting psychology—between a rock and a hard place.
The growing popularity of neuroscience within consulting psychology is a blend of myth, hype, and grounded empirical research. This special issue of Consulting Psychology Journal: Practice and Research addresses recent advances, issues, and discoveries surrounding the neuroscience of coaching and consulting. To address these, the papers cover diverse topics from a variety of perspectives such as coaching, goal setting, interpersonal trust, and resilience. Each paper provides evidence-based research and practical implications for coaches, consultants, human-resources professionals, leaders, and organizations to enhance indi...
Source: Consulting Psychology Journal: Practice and Research - March 12, 2018 Category: Psychiatry & Psychology Source Type: research
The return on investment of rank and yank in a simulated call-center environment.
This study then examines both the performance improvement and financial returns of a 5-year simulation of rank and yank within a call-center environment. The simulation was run under an ideal condition (no voluntary turnover) and for a more typical call center (30% voluntary turnover). Annually yanking the bottom 10% resulted in significant and rapid performance and financial gains in both the baseline and the more realistic call-center-turnover scenario. The authors conclude with a discussion of the issues call center leaders and consultants should think through before proceeding with a rank and yank implementation. (Psyc...
Source: Consulting Psychology Journal: Practice and Research - February 1, 2018 Category: Psychiatry & Psychology Source Type: research
Evaluating coaching behavior in managers, consultants, and coaches: A model, questionnaire, and initial findings.
We present a conceptual model of coaching behaviors that is comprehensive, intuitive, and easily quantifiable. We then introduce a questionnaire, based on the model, that has been in use for several decades. The latest version of this Coaching Behaviors Questionnaire can help researchers generate evidence about perceived behaviors in the coaching relationship. In fact, we report on an initial large-scale study of coaching behaviors using the questionnaire among 537 coaches, 196 consultants, and 559 manager-coaches as well as 221 clients of coaching. The study demonstrates significant differences in perceived behavior by su...
Source: Consulting Psychology Journal: Practice and Research - November 27, 2017 Category: Psychiatry & Psychology Source Type: research
Agency, conscientiousness, and leadership emergence in Asia: How managers in countries with and without British influence differ from each other.
The current study investigated differences in personality characteristics for emerging managers across several Asian countries as well as the United Kingdom. We hypothesized that managers from countries with a historical British influence would score similarly to managers from the United Kingdom on a measure of agency and that managers from countries with no historical British influence would score higher on a measure of conscientiousness than would managers from the British-influenced countries. To test our hypotheses, we sampled 4,519 managers across eight Asian countries that completed the Hogan Personality Inventory. W...
Source: Consulting Psychology Journal: Practice and Research - November 27, 2017 Category: Psychiatry & Psychology Source Type: research
Learning agility: Its evolution as a psychological construct and its empirical relationship to leader success.
The concept of learning agility has grown markedly in popularity during the past few years as an approach to assist human-resource professionals and organizational executives with their talent decisions. Nevertheless, there remains much confusion about what is learning agility, how to measure it, when to use it, and the extent of its relationship to leader success. The purpose of this article is to clarify this relatively new approach to high-potential talent identification and development. Initially, the historical roots of learning agility are traced. Its conceptual origin, formulation as a psychological construct, expan...
Source: Consulting Psychology Journal: Practice and Research - November 27, 2017 Category: Psychiatry & Psychology Source Type: research
A teachable approach to leadership.
Although excellent tools and methodologies for developing leadership skills/competencies exist, there is an absence of a practical and easily teachable model for the development of leadership that is research-based, yet practical, and can be easily understood and applied by leaders, managers, and administrators. Starting with a definition of leadership that focuses on getting results rather than on idealized and abstract processes, this article presents an approach that provides a framework for developing a strategy for applying leadership skills/competencies to achieve organizational objectives in a wide variety of situat...
Source: Consulting Psychology Journal: Practice and Research - November 27, 2017 Category: Psychiatry & Psychology Source Type: research
What characterizes effective management teams? A research-based approach.
Most organizations use management teams at different levels in the hierarchy to oversee and coordinate their businesses. Such teams typically make decisions, solve problems, coordinate tasks, and keep one another informed, and they can strongly influence the performance of an organization. Hence it is vital to identify factors that are associated with effective management-team performance. Based on a review of international research on management and decision-making teams from the early 1980s through today, we have identified a number of variables that seem to be important for the effectiveness of management teams. The var...
Source: Consulting Psychology Journal: Practice and Research - October 30, 2017 Category: Psychiatry & Psychology Source Type: research
Employee resilience: Directions for resilience development.
This article introduces employee resilience as behavioral capability, signaled by adaptive, learning, and network-leveraging behaviors, and it discusses ways in which supportive organizational contexts enable the development and enactment of these behaviors. The article proposes a series of resilience-building initiatives, embedded in everyday practice, and elucidates how leading and organizing for the development of employee resilience contributes to improved well-being and performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved) (Source: Consulting Psychology Journal: Practice and Research)
Source: Consulting Psychology Journal: Practice and Research - September 28, 2017 Category: Psychiatry & Psychology Source Type: research
Finding solutions to the problem of burnout.
Whenever the topic of job burnout gets raised, the key question is often “What can we do about it?” Although many different ideas have been proposed about how to deal with burnout, few of them have ever been implemented or evaluated systematically. Furthermore, there is a bias toward fixing people, rather than fixing the job situation. However, current research has argued that newer models of job–person fit will lead to better definitions of healthy workplaces and to better strategies of social-change processes. (PsycINFO Database Record (c) 2017 APA, all rights reserved) (Source: Consulting Psychology Journal: Practice and Research)
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
Workplace fatigue is a systems problem.
This article addresses that deficit by taking a systems view of fatigue, including diagnostics around job design and organization design. The conclusion is that much greater attention needs to be paid to organizational factors beyond the individual’s control that promote fatigue. Because organizational factors cause at least part of the problem, solutions must incorporate organizational strategy and work design. (PsycINFO Database Record (c) 2017 APA, all rights reserved) (Source: Consulting Psychology Journal: Practice and Research)
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
Productivity loss due to mental- and physical-health decrements: Distinctions in research and practice.
Corporate and public interest in the relationship between individual well-being and organizational performance has been on the rise in recent years. One topic that has received significant attention with regard to performance decrements is productivity loss that occurs either through absenteeism (i.e., a failure to attend work) or presenteeism (i.e., when employees show up to work but, due to either physical- or mental-health factors, are not able to perform at full capacity). Although researchers and practitioners acknowledge that productivity loss can result from either physical- or mental-health decrements, most researc...
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
Solution-focused cognitive–behavioral coaching for sustainable high performance and circumventing stress, fatigue, and burnout.
This article outlines the key cognitive and behavioral mechanisms of SFCB coaching and discusses their utility in this regard. Although SFCB coaching has great potential, coaches, consultants, and organizations also need a guiding framework to help orient and direct the coaching process. The “Performance/Well-Being Matrix” consists of 2 orthogonal dimensions: (a) performance (high/low) and (b) well-being (high/low); it is presented as a simple framework that can help coaches, consultants, and organizations assess individuals and organizations and help orient them toward the quadrant of high performance and high well-be...
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
Can’t sleep, won’t sleep: Exploring leaders’ sleep patterns, problems, and attitudes.
This article aims to address this issue. We surveyed 384 leaders and professionals about their sleep patterns, beliefs, attitudes, and problems across different leadership levels. Overall, we found a generally sleep-deprived population whose primary barriers to sleep have to do with work, and in particular a failure to psychologically detach from it. We also found evidence of common, yet faulty, beliefs about sleep loss, productivity, and success that run the risk of initiating and maintaining unhealthy sleep patterns. We conclude with methods and strategies to help individual leaders and organizations prevent, manage, and...
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
Sleep, emotional intelligence, and interpersonal effectiveness: Natural bedfellows.
According to the National Sleep Foundation’s Sleep in America Poll, U.S. adults sleep between 6.7 to 7.3 hr every night, which has decreased by approximately 2 hr per night since the 19th century (National Sleep Foundation, 2016). Inconsistent or insufficient sleep can be costly for business, impacting leadership decision making/judgment, interpersonal relations, absenteeism, presenteeism, safety, productivity, and health (Gaultney & Collins-McNeil, 2009; Mills et al., 2007; Rosekind et al., 2010). Daytime sleepiness can be dangerous, and inadequate sleep is a known health hazard resulting in fatigue that can impair both...
Source: Consulting Psychology Journal: Practice and Research - June 5, 2017 Category: Psychiatry & Psychology Source Type: research
