1. www.emccconference.org 1 st Coaching and Mentoring Research Conference 7-8 July 2011 – University of Twente, Netherlands Joanne James – Programme Director Executive Development Newcastle Business School Northumbria University Key themes emerging from participant reflective accounts Developing self awareness in coaches

2. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Objectives of the session To explain the context and motivation for this study To outline the concepts derived from the literature that inform the study To explain the methodology and approach To share findings and present a conceptual model of development To sumarise conclusions and potential implications for coaches and for future research.

3. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Context and Motivation Involved in development of leaders, executive coaching and development of coaches –want to understand the development process. 2009/2010 Leadership and Performance Coaching programme for 100 leaders in public sector organisations. – Observed significant personal transformation. Research aimed at capturing and understanding and this development process through analysis of reflective accounts.

4. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Theoretical perspectives Traditional vs contemporary leader development The significance of self awareness in the development process. The role of reflective practice

5. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Self Awareness Adaptive capacity/ flexible thinking Emotional and Social intelligence Openness/ transparency Integrity Self confidence Self regulation Positive and optimistic Values, life purpose Leader development Formal training e.g knowledge and skills Developmenta l activities eg 360, role rotation Personal development eg reading Traditional analysis of leader development – focus on process Contemporary leader development – Focus on self Yukl (2010), Day (2000) Bennis(2003), Avolio et al (2005), Popper & Mayseles (2007)

6. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Self awareness ValuesMotivesEmotionsThinking Behaviour patterns Meaning schemes Psychological type Trust in Self Awareness Self concept clarity Self acceptance Self esteem Sense of congruence Psychological wellbeing Congruent purposeful behaviours Shamir Eilam(2005),Cooper et al (2005), Michie and Gooty (2005), Avolio et al (2005), Goleman (2007), Salovey ( 2002) Avolio et al (2005), Harter (2002), Illies (2005), Kernis (2005) Rhyff and Keyes (1995), Role of self awareness in development Defining and Understanding aspects of self

7. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org

8. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Schon, D.A. (1987), Moon, J.A. (2005) Gardner,, W.L., Avolio, B.J.,Luthans, F.May, D.R. and Walumbwa F. (2005)

9. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org

10. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org

11. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org

12. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Self awareness and reflective practice is important for coach development and leader development I feel more confident…and in reflection gain a deeper understanding of how I am developing as a manager. I fully believe I will continue to understand new aspects about myself as I reflect and evaluate my practice. I am more open to challenge and frequently ask for feedback so that I can learn about the impact my behaviour has on others Increased self awareness has influenced my leadership style, I have consciously encouraged my staff to find solutions.

13. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Self awareness and questioning self is key to development but individuals vary in their likely hood to approach learning in this way. Breaking out of comfort zone seems significant in learning. Personal development can be emotionally as well as cognitively demanding Implications What approaches do you utilise to develop self awareness? Does it help to understand the generic development process? Do you challenge your coachees out of their comfort zone? Is significant transformation always associated with emotional disturbance? Can it be avoided? Is it desirable? Do we enable reflection? In the session and outside? Do we provide encouragement and psychological containment through the pain barrier. Research conclusions

14. 1 st C oaching and Mentoring Research Conference 8-9 July 2011 – University of Twente, Netherlands www.emccconference.org Open questions that suggest further research What are the factors that differentiate significant change with those individuals who make little progress? Is there a link with developmental readiness? Can learning philosophy alter learning and development. What are the learning philosophies operating in our students? Is significant transformation always associated with emotional disturbance? Can it be avoided? Is it desirable?