BUS703 Semester 1: Leadership Coaching, Efficacy, Trust - Analysis

This assignment presents detailed answers to questions regarding a research article on leadership coaching, leader role-efficacy, and trust in subordinates. It evaluates the literature review, discusses the appropriateness of the mixed-methods research design, and examines the focus group discussions and data collection methods. The analysis covers the impact of coaching on leader efficacy and subordinate trust, referencing relevant studies and theories in leadership development. The assignment concludes by highlighting the practical implications and potential future research directions in leadership coaching. Desklib offers a wide array of solved assignments and past papers for students seeking academic assistance.

Running head: MANAGING RESEARCH
Managing Research
Name of Student:
Name of University:
Author’s Note:

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Answer 1:
There is an assignment which has been provided which is the leadership quarterly. This
research implications need to be understood in terms of the contributions of the leadership
functions as well as the importance of the functions. There have been several implications of the
ideas of leadership. The concept of leadership is crucial as it is impossible for organisations to
survive without implications of proper leadership. Leadership coaching is discussed in the
literature review of the given topic. The leadership coaching is comprised of executives, leaders
as well as managers. The concept of coaching is usually applicable in case of situations which
involve one-to-one relationships. In this paper the importance of leadership is discussed with
respect to coaching the leaders in order to help them become better.
“Coaching” is usually defined by a universal set of values which include collaboration,
accountability, raising awareness, commitment and setting up and action. In order to show the
effective amount of leadership, it needs to be focussed on the idea of goal directed interaction.
The coaching process needs to be tailored according to the needs of the individual and it is also
required to utilize the development of leadership procedures. There have been instances where it
has been stated that there is an amalgamation of total response and systematic coaching which is
focussed on enhancing the self awareness and behavioural supervision. This is bound to lead to
employee satisfaction and improved manager relations (Clarke 2012.).
Summative evaluation is focussed on the effects of the coaching process and the
production of effects and formative evaluation is focussed on the coaching interventions. Then
there is the discussion on variable definition and discussion on focus groups. According to the
coaches it was agreed on that the goals change during the procedure of training as an effect of

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self-reflection and greater amount of self awareness. The two major outcomes which came as a
result of the evaluation of coaching effectiveness was the confidence in a person’s own
capability to become an effectual leader and have self-assurance in the capability of the
subordinates to take up responsibilities. It has also been found that there is a considerable effect
of the self efficacy of the leaders on the performance of the leaders. There are certain aspects of
the efficacy of the leaders as per their own work. There are confusions regarding the abilities of a
particular individual for the purpose of mobilization regarding the available individual abilities
for fulfilment of requirements. All in all the literature review is proper but could be more
exploratory and succinct in terms of understanding (Schalock and Verdugo 2012).
Answer 3:
A major segment of the research concentrated on the focus group discussion and it aimed
at revealing the generic outcome variable which helped in the investigation and the production of
relevant outcomes. The concept of leadership coaching is a innovative field in the development
theory and this is related to a common knowledge base which is concerned with certain amount
of theory related to the topic considered. There has been the utilization of an exploratory method
in order to determine the criteria which help in the development of common knowledge. There
was the presence of a researcher serving as the moderator of the discussion and this person took
notes at the time of the discussion while the other observed along with taking notes and this was
done in order to compare the two sets of notes at the time of conducting the analysis (Doody,
Slevin and Taggart 2013).
The type of discussion and different segments of discussion have been shared in the
research paper. It was decided on by the coaches that there are goals which change at the time of

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the coaching process due to the factors of self reflection and superior amount of self
consciousness. The two most noteworthy criteria of outcomes related to the evaluation of
coaching effectiveness were discussed as the self-belief in one’s ability to become a noteworthy
leader and also in the subordinate’s ability to take up accountability (Krueger 2014).
The questionnaire to facilitate the data collection was described to be a seven-point scale
ranging from 1 (strongly disagree) to 7 (strongly agree). The four item scale was shown to have a
Cronbach’s Alpha value of 0.89. This implied more or less significant values of the results and
implication of the results. The questionnaire was provided to a total of 195 leaders in two
different financial institutions and this was done in order to measure the efficacy of the leader
and also a certain amount of trust. The questionnaire has been explained to a certain extent. But
there could have been a clearer description of the different types of questions which were asked.
The different succession of the questions along with all the topics which were covered in the
questionnaire needed to be mentioned. The nature of the questions and the type of answers which
they could elicit could have been mentioned which have not been clearly explained (Kamberelis
and Dimitriadis 2013).
Answer 7:
The suitability as well as the way in which a study is important needs to be understood.
Unless the results are obtained cannot be utilised it is not feasible to continue the study. It is
believed that there has always been some coach or mentor who had a positive impact on the lives
of individuals. Great coaches not only help in learning but are also capable of instilling the value
of setting as well as achieving goals delaying the amount of gratification and leading to the
realization of a person’s true potential. The point in this connection is that the concept of

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leadership coaching works in a similar manner, not only benefiting the leaders but helping the in
reaping positive rewards from the coaching experience.
A crucial aim of the study was to understand whether the efficacy of the role of leader
was impactful or not with respect to the case of resource mobilization. There was the need for the
existence of a revolutionary change which would be relevant in the context if leadership which
would make leadership utilizable as per the needs of the organisation (Yeung et al. 2012).
There are numerous existent theories of leadership which are applicable in organisational
perspectives. There are certain organisations which require transformational leaders, some need
transactional and some require participative as per the situation demands. There is no doubt
about the fact that the concept of the introduction of leadership coaching is an innovative topic
which can lead to several more researches in the future in the same direction. Coaching is one-to-
one group service for the leaders or executives for bringing about effective and healthier
organisations (Seidle, Fernandez and Perry 2016).
It needs to be understood that the concept of leadership coaching is a partnership and this
helps in a proper collaboration among both sides in order to reach a valid conclusion. The leaders
working and even personal life needs to be impacted. The concept of leadership coaching has
received increasing popularity however there is the scarcity of research. There is also the
transformational leadership theory in which the leaders experience the concept of leadership
coaching. Thus the concept of coaching is new and in a way it is a positive contribution to the
implementations of leadership and this helps in the development of the idea as a whole.

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Answer 8:
The main aim of the article is to work towards the effects of leadership coaching. The
tools of leadership development were collected in order to support certain practices. The most
noteworthy benefit of leadership coaching is the fact that the benefits do not stay contained
within the place of work of the leader but it also radiates outward. At the time the leaders raise
the levels of their performance, it is natural for the colleagues to follow and this helps in the
achievement of great business results. At the time when the dedication to excellence permeates
all the layers of the corporate structure, including the concept of customer facing employees, the
result involves improved customer fulfilment and even better revenues and market share.
Therefore the idea of the introduction of the leadership coaching is novel but not destructive.
There have been different hypotheses which have been formulated in order to facilitate
the understanding regarding the importance of control on the efficacy and role of the leader
along with the trust of the leader in his or her subordinates. There is also the impact of the
positive and facilitative coaching behaviour on the subordinates. In case the leaders are
motivated they can also lead to the motivation of the workforce and this is bound to help the
people survive the situation of which they all are a part. In case there is a positive ambience in
the place of work, the outcomes are majorly bound to be positive. This is what the research aims
to achieve in the long run by means of its analysis. Also it needs to be understood that only
certain correlation indices and certain statistical data cannot determine the importance of the
research which has been conducted in this particular scenario. For this it is needed to ensure that
the information which is provided in the research article is genuine and revolutionary in terms of
its implementation. Thus it helps in the use in different leadership perspectives in the future
(Mitgang 2012).

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There were two major objectives of the article as per the theoretical framework. The idea
of LRE has been discussed and it is considered to be the robust outcome of the coaching of
leadership. There is the existence of a particular belief in this regard that the concept of efficacy
can lead to development of certain organisational behaviours. The first aim was to maintain the
essence of coaching and effectiveness of the coaching and leadership development. In this
connection the second noteworthy criteria was the concept of leadership coaching and the impact
of the terms LRE and LTS. In this regard it can be said that the article is fairly informative and
convenient. What is praiseworthy is the introduction and analysis of a novel concept which is
aimed at facilitating all the aspects of leadership and organisational development. There are
certain areas for improvement which can be maintained in this regard.

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References and Bibliography:
Baird, D.S., Soldanska, M., Anderson, B. and Miller, J.J., 2012. Current leadership training in
dermatology residency programs: a survey. Journal of the American Academy of
Dermatology, 66(4), pp.622-625.
Beer, M., Finnström, M. and Schrader, D., 2016. Why leadership training fails—and what to do
about it. Harvard Business Review, 94(10), pp.50-57.
Blumenthal, D.M., Bernard, K., Bohnen, J. and Bohmer, R., 2012. Addressing the leadership gap
in medicine: Residents' need for systematic leadership development training. Academic
Medicine, 87(4), pp.513-522.
Clarke, N., 2012. Evaluating Leadership Training and Development: A Levels‐of‐Analysis
Perspective. Human Resource Development Quarterly, 23(4), pp.441-460.
Doody, O., Slevin, E. and Taggart, L., 2013. Focus group interviews part 3: Analysis. British
Journal of Nursing, 22(5), pp.266-269.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Kamberelis, G. and Dimitriadis, G., 2013. Focus groups. Routledge.
Krueger, R.A., 2014. Focus groups: A practical guide for applied research. Sage publications.
Mitgang, L., 2012. The Making of the Principal: Five Lessons in Leadership Training.
Perspective. Wallace Foundation.

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Rosenman, E.D., Shandro, J.R., Ilgen, J.S., Harper, A.L. and Fernandez, R., 2014. Leadership
training in health care action teams: a systematic review. Academic Medicine, 89(9), pp.1295-
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leadership training is essential for preparing tomorrow's physician leaders. Journal of Vascular
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Schalock, R.L. and Verdugo, M.A., 2012. A Leadership Guide for Today's Disabilities
Organizations: Overcoming Challenges and Making Change Happen. Brookes Publishing
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Seidle, B., Fernandez, S. and Perry, J.L., 2016. Do leadership training and development make a
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medical education: a systematic review. Academic Medicine, 89(11), pp.1563-1570.

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Yeung, J.H., Ong, G.J., Davies, R.P., Gao, F. and Perkins, G.D., 2012. Factors affecting team
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