Research On The Coach’s Effectiveness And Competency Model

Coach started in the nineteen eighties. As a young industry, in the United States and Canada, it has become one of the fastest growing service industries. In China, coach has been developing rapidly. More and more enterprise managers hope that, through the standardization of professional learning and mastering the coaching skills, they can become a coach. At present, a lot of books on coach principles, processes, techniques are discussed in detail, and in coaching practice application domain, they explore more. But coach academic research is still a new field. For the evaluation of coach’s effectiveness, coach’s competency, the impact assessment on employee of the coaching skills, the mechanism between the coach and the employee, the influencing factors of coach and so on, there is no systematic research about them.Regarded the coach’s competency as a main clue, the artic launches coach theory of academic research. First of all, I extract the best coaching performance from the coach, and discuss the evaluation of coach’s effectiveness; secondly, I combine many references with the interview conclusions of the behavioral event, and then establish the coach’s competency questionnaire to verify it; thirdly, I also have done some exploration research on the impact of coach’s competency on the evaluation of coach’s effectiveness; fourth, at the individual level, the staff level and enterprise level, I study the effects of coaching skills; finally, I also have discussed the application value of coach’s competency model, and put forward some management suggestions.This article mainly includes three parts:on the first part, I sort out the literature of coach and competency, and then do the summariy and riview, and on the basis of it, I establish the questionnaire; on the second part, with the aid of the evaluation of coach’s effectiveness scale,the coach’s competency scale and the evaluation measurement of coaching tools scale, aiming to evaluate the coaching performance,coach’s competency,I have used factor analysis, correlation analysis, regression analysis and other technology analysis,and also evaluated measurement the impact of different variables of demographic characteristics on coach’s competency; and further to analysis the relationship between the evaluation of coach’s effectiveness and coach’s competency;on the third part,I puts forward some management suggestions.The main conclusions are:first, the content structure of the evaluation of coach’s effectiveness standard includes three dimensions:support and empowerment, planning and monitoring and concept analysis; second, the coach’s competency model includes5dimensions namely the coaching skills, professional knowledge, management skills, personality traits and the occupation ethics, totally of22index; third, different variables of demographic characteristics on coach’s competency don’t exist differences; fourth, the evaluation of coach’s effectiveness and the coach’s competency have significantly positive correlation; fifth, the content structure of coaching skills includes three dimensions:self-awareness, employee performance and enterprise performance.The innovations are mainly reflected in:first, the article makes up coach’s competency measurement scales and does exploratory analysis to support questionnaire for the following study of coach; second, based on an empirical research, it constructs the coach’s competency model to make the study of coach more systematic and also enrich the academic research; third,the article make the study on the evaluation of coach’s effectiveness, which has reference significance to the following study.