Leadership Coaching as a Tool for Development: A Mixed Method Study

Running head: MANAGING RESEARCH
Managing Research
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2MANAGING RESEARCH
Table of Contents
1. Critical evaluation of the current literature..................................................................................3
2. Analysis of the mixed method, description of research design, and effectiveness of the design
in fulfilling objectives......................................................................................................................4
3. Discussion of the focus group analysis and justification of the current data analysis process....6
8. Critical evaluation of outcome of the current research study and its effectiveness in fulfilling
the objectives...................................................................................................................................8
References......................................................................................................................................10

3MANAGING RESEARCH
1. Critical evaluation of the current literature
The current literature is taken from the study of Ladegard and Gjerde (2014). Based on
the literature it has been received systematic investigation of the leadership development
interventions is rare in literature. Due to the shortage of systematic investigation and poor
connection between the theories, the leadership development program becomes costly. In order
to solve this problem leadership coaching process is beneficial. However, leadership
development is an integration strategy, which allows the individuals to learn how to coordinate
their efforts and establish a social network to maximize the team performance. From the given
study it has been found that several challenges are associated with the leadership development
tool and the gap is developed due to lack of evaluation of proper leadership tool. Leadership
coaching is the coaching of leaders and the managers to establish a one-on-one relationship.
Leadership coaching focuses on the work-related issue and it aims to improve the effectiveness
of the leader. Leader role efficacy (LTR) and leader’s trust subordinates (LTS) are the two major
components of leadership coaching.
From the literature review section, it has been addressed that leadership coaching
identifies various issues such as depression, stress, workplace challenges and well-being
challenges (Ladegard and Gjerde 2014). However, this current study shows that leadership
coaching is an effective tool to develop the leaders by addressing their specific needs. Hence, it
can be said that leadership coaching has a significant impact on the leader's behavior. A
combination of systematic coaching and 360-degree feedback is beneficial to improve the
leader's behavior and increase the self-awareness. This results in the development of an effective
leader with decreased turnover intention. This literature supports the focus group discussion as it