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The role of courage in the development and practice of coaches
Abstract
This study seeks to understand the role that courage plays in the development and practice of coaches. Courage is mentioned frequently in the coaching literature, but this research is the first study to investigate its significance. Within the precepts of constructivist grounded theory, which is appropriate for the investigation of under-represented topics, the perspectives of 12 coaches of varying levels of experience revealed that courage is required throughout a coaching career. It was found that courage enables coaches to deliver their best work and is integral to an ongoing cycle of increasing self-awareness and professional development.
... Responding to coachees' individual needs and requests required a flexible, creative, and courageous coach, even when she noticed discrepancies to her perspective as a researcher. The literature suggests that flexibility and courage are important attributes for coaches (Read, 2013;Wood & Lomas, 2021). While she had planned to only use choking interventions, the coachees' individual needs sometimes made it necessary to use other techniques such as PMR or autogenic training as well. ...
Performance anxiety is a major issue for performing artists. This qualitative paper extends our recent mixed-methods collective case study showing the beneficial effects of psychological interventions for managing performance anxiety, tailored in individual coaching settings. Here, we report on participants’ experiences of being coached, their understanding of how and why the interventions were effective, and the researcher-coach's experiences. Ten performing artists received five individual coaching sessions and were interviewed about their experiences pre- and post-intervention. A qualitative synthesis of transcripts of sessions and interviews, and of the coach's field notes and journal entries, was conducted. Findings suggest that change mechanisms have to be understood in the context of participants’ enhanced self-awareness during coaching, and the process of co-creating solutions and building a coaching relationship through mutual understanding and appreciation. While disentangling mechanisms and effects may not always be possible, we discuss useful strategies in coaching performing artists to manage performance anxiety.
... Nurse managers are essential to the attainment of company objectives and goals. Managing finances, negotiating, employing and growing staff, resolving conflicts, leveraging new technologies, and exercising leadership are all anticipated skills for nurse managers (Wood & Lomas, 2021). Making sure there are enough nurses available to provide high-quality patient care is the primary responsibility of nurse managers (Wood & Lomas, 2021). ...
... So far, most of the work done in this subject is mainly in western countries, and emphasis is placed on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively, such as organizational citizenship behavior (Howard et al., 2017), job performance, job satisfaction, life satisfaction (Bockorny and Youssef-Morgan, 2019;Koerner, 2014;Schilpzand et al., 2014), psychological well-being (Gustems and Calderon, 2014). Also, we studied how social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence (Howard and Holmes, 2020), how courage is correlated with psychological empowerment (Khoshmehr et al., 2020), coaching (Wood, 2021) and how courage mediates on quality of life (Magnano et al., 2019). As can be seen, there is little empirical work when comes to the antecedents of courage in business life (Comer and Sekerka, 2018;Howard and Cogswell, 2019;Koerner, 2014;Schilpzand et al., 2014). ...
Purpose
Workplace social courage is a courageous behavior that can damage the actor's social relationships, social image and accrue face-loss costs. Sometimes, it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the management literature, less is known about the conditions under which individuals are more or less likely to exhibit courageous behaviors. Given the theoretical considerations, in the present study, the authors consider two indicators of quality of life, which are life satisfaction and happiness, and set the aim of the study as to investigate the relationships between organizational justice and two dimensions of quality of life – life satisfaction and happiness – with particular attention to the mediation function performed by courage.
Design/methodology/approach
Cross-sectional survey data ( n = 408) were obtained from employees working in Turkey Fortune companies and analyzed with variance-based structural equation modeling (VB-SEM) technique.
Findings
The results showed that perceived organizational justice is a strong antecedent for workplace social courage. Workplace social courage emerges as a facilitator for subjective happiness and life satisfaction. Workplace social courage mediated the association between perceived organizational justice and subjective happiness, and between perceived organizational justice and life satisfaction. Prescriptions for theory development and practitioners are highlighted, research limitations and future directions are acknowledged.
Originality/value
So far, most of the work done in this subject is mainly in western countries, and it is considered as a virtue, feature, emotion and behavior in the studies of social scientists, and mainly focused on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively such as organizational citizenship behavior, job performance, job satisfaction, life satisfaction, psychological well-being. Also, the authors studied how social courage positively relates to beneficial voice and silence, as well as negatively relates to detrimental voice and silence, how courage is correlated with psychological empowerment, coaching and how courage mediates on quality of life. As can be seen, there is little empirical work when it comes to the antecedents of courage in business life. Therefore, this study, which has been done with different variables in a different culture and country, aims to support and bring a new breath to the subject. Besides, the mediating effect of courage on the organizational variables is also among the trendiest subjects.
... So far, most of the work done in this subject is mainly in western countries, and emphasis is placed on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively, such as organizational citizenship behavior (Howard et al., 2017), job performance, job satisfaction, life satisfaction (Bockorny and Youssef-Morgan, 2019;Koerner, 2014;Schilpzand et al., 2014), psychological well-being (Gustems and Calderon, 2014). Also, we studied how social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence (Howard and Holmes, 2020), how courage is correlated with psychological empowerment (Khoshmehr et al., 2020), coaching (Wood, 2021) and how courage mediates on quality of life (Magnano et al., 2019). As can be seen, there is little empirical work when comes to the antecedents of courage in business life (Comer and Sekerka, 2018;Howard and Cogswell, 2019;Koerner, 2014;Schilpzand et al., 2014). ...
Workplace social courage is a courageous behavior that can damage the actor’s social relationships, social image, and accrue face-loss costs. Sometimes it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the management literature, less is known about the conditions under which individuals are more or less likely to exhibit courageous behaviors. Given the theoretical considerations, in the present study, we consider two indicators of quality of life which are life satisfaction and happiness; and set the aim of the study as to investigate, the relationships between organizational justice and two dimensions of quality of life—life satisfaction and happiness—with particular attention to the mediation function performed by courage.
Cross-sectional survey data (n=408) were obtained from employees working in Turkey Fortune companies and analyzed with variance-based structural equation modeling (VB-SEM) technique.
The results showed that perceived organizational justice is a strong antecedent for workplace social courage. Workplace social courage emerges as a facilitator for subjective happiness and life satisfaction. Workplace social courage mediated the association between perceived organizational justice and subjective happiness, and between perceived organizational justice and life satisfaction. Prescriptions for theory development and practitioners are highlighted, research limitations and future directions are acknowledged.
So far, most of the work done in this subject is mainly in Western countries, and it is considered as a virtue, feature, emotion, and behavior in the studies of social scientists, and, mainly focused on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively such as organizational citizenship behavior, job performance, job satisfaction, life satisfaction, psychological well-being. Also, were studied how social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence, how courage is correlated with psychological empowerment, coaching, and how courage mediates on quality of life. As can be seen, there is little empirical work when comes to the antecedents of courage in business life. Therefore, this study, which has been done with different variables in a different culture and country, aims to support and bring a new breath to the subject. Besides, the mediating effect of courage on the organizational variables is also among the trendiest subjects.
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