Article Review on Leadership Coaching as Leadership Development Tool

This article review evaluates the literature review, sampling strategy, research ethics, and research outcome analysis of the article on leadership coaching as a leadership development tool.

Running head: ARTICLE REVIEW ON LEADERSHIP COACHING
Article Review on Leadership Coaching as Leadership Development Tool
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1ARTICLE REVIEW ON LEADERSHIP COACHING
Table of Contents
Evaluation of Literature Review in Article.........................................................................2
Sampling Strategy and Respondent Selection in Article.....................................................3
Research Ethics in Relationship to Respondents within Article.........................................4
Research Article Outcome Analysis....................................................................................6
References............................................................................................................................8

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Evaluation of Literature Review in Article
Literature review evaluation within the selected article “Leadership coaching, leader role-
efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a
leadership development tool” revealed that development of leaders is an important goal for all
the companies and business development has turned out to be “big business” over the past years.
The literature review conducted by Ladegard and Gjerde (2014) also increased understanding on
the ways to facilitate the effective leadership development which is highly important for the
companies. Moreover, the literature review explained that it is vital for the leadership
development program aspects to be evaluated scientifically with several theories that can be as
well as tested all across empirical settings. The literature review also indicated that leadership
coaching has been indicated as promising leadership development practice. This has also turned
out to be broadly employed within the leadership development intervention. The literature
presented within the article also elaborated that quantitatively distinct leadership coaching
approaches are compared with distinct initiatives of leadership development. For this reason
traditional training intervention analysis is observed to be insufficient to deal with such research
results. Based on such analysis of the literature review the article also explained that a
framework for the leadership coaching analysis is offered that required both summative as well
as formative analysis. Ladegard and Gjerde (2014) focused on such framework, the literature in
the article is critically evaluated to gather outcomes focused on practitioners’ perspective. It has
also been gathered from the article that the academic research on leadership coaching has been
lagging for the past years that has been addressed on the current research article.

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The article offered a detailed view on the past literature of leadership coaching and
explained that leadership coaching is a fairly new field that requires theory development.
Focused on the same, in testing the impact of leadership self-efficacy explorative method has
been selected in past researches that facilitated in determining the outcome criteria which is
developed through employing associated theory. The theory that has been explained by Ladegard
and Gjerde (2014) in the literature review is focused on “scientist-practitioner dialog” that
facilitated in developing a base of common knowledge on the coaching outcomes. Ellam-Dyson
and Palmer (2016) stated that the research on the leadership coaching deals with such call for
dialog and for attaining an innovative insight into the aspects the leaders are invited within the
participating coaches to explain their experiences. For advanced theory as well as research on
such issue, the literature review within the article explained impacts of leadership coaching on
the LRE along with subordinates trust.
Sampling Strategy and Respondent Selection in Article
Article analysis explained the sampling technique as well as the selection of respondents
for the research in leadership coaching and leadership development tool. It has been analyzed for
the article review that in deciding the sampling technique two-phase exploratory sequential
design including the quantitative as well as qualitative research methods was employed. This
also facilitated in evaluating leadership coaching as an effective leadership coaching tool.
Sampling technique that was employed in the article was simple random sampling. This
sampling technique was used in the research paper for the reason that it suits best with the
quantitative research method. The leader questionnaire developed by Ladegard and Gjerde
(2014) at the first section of the research was provided to 34 participants one week before the
initiation of coaching sessions. Four survey participants among them did not respond and based

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on that a follow-up questionnaire was distributed among 30 participants. Critical analysis of the
article raveled that from the participating companies, just 192 email addresses was addressed to
subordinates to which questionnaires were distributed.
The final sample of subordinates included 80 respondents out of which 63 associated
with the coaching group of leaders. The total number of subordinates per leaders within the final
sample that is ranged from two to seven that has an average of 2.7 each leader. The scale
employed focused on maintaining a strong internal validity that was based on a total sample size
of 30. It was also gathered from analysis of the article that within the final sample selected in the
research, six leaders include top managers, 21 include the middle managers and three included
the other management positions like the project manager. The respondents in the group of
selected sample as segmented equally among men and women. Around 85% of the selected
sample respondents have between 6 as well as 30 direct subordinates. Most of the respondents
belong to the age group of 40 to 49 years and the respondent average tenure within the current
position was less than two years. From analysis of the article, the sample that was selected for
the research was also analyzed and it was gathered that among them sixty six percent of the
leaders worked within the public industry, 20% within the private sector and 14% were from
other industry like the NGOs. From the analysis of the sample used in the article it is observed
that there was no difference among the coaching group as well as the control group on such
characteristics.
Research Ethics in Relationship to Respondents within Article
The authenticity of the literature that is considered by the researcher while undertaking
the study is one of the priorities for understanding the ethical outcomes of the research. The

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research is based on the identification of the usability of the coaching that is provided to the
leaders to enhance their leadership behaviors and the manner in which the inter- trust factors
among the employees and the management of the business can be initiated. The authenticity of
the literature that is chosen by the researcher will be helping the same to bring forth
considerations for aligning the outcomes of the survey with the study of the efficiency of the
leaders and their functions. The identification of the ethical considerations that are undertaken by
the researcher is dependent on the proper understanding of the needs of the leaders to enhance
their functioning through the coaching. The articles that are considered by the researcher is
dependne4nt on the manner in which the coaching of the leaders will be helping the same to
make the management functions more efficient. The ethics of the research study helps in
administering the unbiased outcome, which is the primary goal of the researcher while evaluating
the study.
On the other hand, the identification of the authenticity of the responses that are collected
by the researcher of the leaders post the coaching will be helping the same to undertake a
research study, which will produce unbiased outcomes. Rhodes (2017) stated that the key
elements of the changes in the systems of the business is dependent on the behavior of the
leaders and the manner in which the inter- trust and cooperation between the leaders and the
subordinates. It helps in enumerating and enabling the smooth functioning of the organization as
per the objectives. Therefore, the feedback that is retained by the researcher will be helping the
same to identify the inclination of the study to judge the manner in which the coaching will be
helping the leaders to bring in changes in the approaches to manage the workforce (Rhodes
2017). The authenticity of the responses that are recorded by the researcher through the
questionnaire will be helping the same to undertake an unbiased research study, which will be

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culminating into a favorable outcome. The differences in the outcome of the survey
questionnaire will be helping the organizational leaders to bring in changes in the approaches for
the better management of the workforce.
Research Article Outcome Analysis
The research outcome is dependent on the review of the articles and the responses that
are recorded by the researcher while undertaking the leadership survey. A mixed method is
utilized by the researcher while undertaking the study where a survey was undert5aken and a
review of the current literature was also considered. It helped the researcher in aligning the
research study with the interests of the people and the different responses that were collected by
the same while undertaking the survey. García-Morales, Jiménez-Barrionuevo and Gutiérrez-
Gutiérrez (2012) stated that the mixed method has helped the researcher in undertaking an
unbiased research on the impact of the coaching on enhancing the leadership roles of the
different leaders. The differences in the approach of the leaders has helped the same in
undertaking the proper functioning of the leadership qualities and the manner in which they can
be infested through the proper designing of the coaching sessions. The outcome reflected that
most of the leaders have agreed that the coaching has helped them in identifying the different
issues that are faced by the workforce while operating in the different work environments. It has
also helped the leaders in identifying the different approaches that might help the management of
the organization to establish a proper inter- trust system among the employees and the
management. The inter-trust criteria between the management of the organization and the
subordinates helped in undertaking the smooth performance of the business as per the objectives.
The development of the coaching session on the approaches of the leaders was found to be the

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most promising step for the leaders to bring in changes in the systems of management of the
organizations while operating in the international markets.
The unbiased outcome of the research is dependent on the policies that were undertaken
by the researcher while undertaking the research. It has helped in maintaining the understanding
of the needs of the workforce while performing as per the objectives of the business. The role of
the leaders in the management of the organizations has helped in maintaining the different levels
of changes as per the hypothesis that was planned by the researcher, earlier before conducting the
study. The outcome of the research was based on the understanding of the needs of the leaders to
go through the coaching to bring in changes in the approaches of the management. Therefore, the
research bore the outcome of the different benefits that the leaders received through the coaching
and the manner in which they can be implemented on the management styles to improve the
inter- trust factor.

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References
Ellam-Dyson, V. and Palmer, S., 2016. Leadership coaching? No thanks, I’m not worthy. The
Coaching Psychologist, 7(2), pp.108-117.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012.
Transformational leadership influence on organizational performance through organizational
learning and innovation. Journal of business research, 65(7), pp.1040-1050.
Rhodes, C., 2017. Mentoring and coaching for leadership development in schools. The SAGE
handbook of mentoring and coaching in education, pp.243-256.
Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in
subordinates. A mixed methods study assessing leadership coaching as a leadership development
tool. The Leadership Quarterly, 25(4), pp.631-646.