Coaching Research Lab:
Day of Discovery

This presentation will discuss the attributes and impact of positive leadership and positive culture.  Empirical studies demonstrating substantial improvement in organizational performance will be shared as a result of interventions based on positively energizing leadership.

All of the work of the Coaching Research Lab studies application of Richard’s Intentional Change Theory to dyadic or team coaching, or examines components of ICT. Richard has integrated 58 years of research along with that of almost a thousand references 94% of which are people not involved with CRL or CWRU to examine how ICT predicts when sustained, desired change occurs or does not. Richard will tease us with insight from the new book and tantalize us with puzzles about why sustained, desired change does not occur more often, if at all!

How we respond to each other in good times and bad is at the heart of human relationships. Our capacity to share both positive and negative emotions and experiences is a marker of the quality of our connections with each other, but can be challenged by the stressors we encounter as we move through a fractious and pain-filled world. Expressing both positive and negative emotions must be done constructively so that relationship partners can learn and grow from their mutual sharing. In this talk, I will explore what “constructive” communication is, what it is not, what it takes to practice it, and the role of coaching for strengthening this important skill. Coaching and nurturing the self-awareness and interpersonal mindfulness needed for constructive communication is essential for sustaining generative relationships in today’s world.

Every employee has a work team and a supervisor. What is the value of a workplace peer coaching group then? We found that peer groups, if properly designed, have unique nature and provide important benefits, comparing to work teams. Now we have scholarly evidence to explain what makes peer coaching groups effective and how they can complement work teams.

In a recent study of consultants at a ‘time-hungry’ firm, we found a hidden network of “sustainable workers,” who believed that to deliver excellent client service, they needed to do so without depleting themselves or others. One implication of the sustainable worker approach is that these consultants viewed work-life balance as not only desirable but necessary for their long-term success. Yet, because of the organizational culture, the sustainable workers had to keep their approach hidden. In this workshop, we will discuss the implications of these findings for coaches and researchers.

Concurrent breakout sessions where leading organizations share best practices, challenges and lessons learned in building a culture of development and coaching.

Join us for an interactive session in which we collaboratively explore and shape the future of executive coaching and coaching research. Engage with thought leaders and peers in an immersive experience designed to uncover innovative practices and cutting-edge methodologies, setting the course for the next era in professional development.