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• W4320403693 abstract "Objectives: The objective of this research was to investigate the use of multi-source feedback in assessing the effectiveness of a strength-based coaching methodology in enhancing elements of the full range leadership model. It also investigated the effects of self-other rater alignment on leadership outcomes after coaching. Design: A between-subject non-equivalent control group design was used to explore the impact of strength-based coaching on transformational leadership behaviours measured in a 360-degree feedback process. Thirty-one executives and senior managers from a large not-for-profit organisation were non-randomly assigned to either a coaching or waitlist cohort. Methods: The coaching cohort received six sessions of leadership coaching involving feedback on leadership and strengths, goal setting and strengths development. After six sessions of coaching over three months, cohorts then switched roles. Results: The results showed that participants experienced statistically significant increases in their transformational leadership behaviour after coaching and this difference was perceived differentially at all levels within the organisation but not by the participants themselves. Raters at higher levels in the organisation were the most sensitive to change. The results also showed that self-other rater alignment was a significant factor in self-ratings of change over time with those participants who initially over-rated themselves, reducing their ratings over time as a consequence. Conclusion: The results suggest that changes in coachee transformational leadership behaviour after leadership coacConclusionhing are perceived differentially by rater level within an organisation and that self-other rater alignment is an important moderator of self-ratings over time." @default.
• W4320403693 created "2023-02-14" @default.
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• W4320403693 date "2015-09-01" @default.
• W4320403693 modified "2023-10-18" @default.
• W4320403693 title "Who sees change after leadership coaching? An analysis of impact by rater level and self-other alignment on multi-source feedback" @default.
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• W4320403693 doi "https://doi.org/10.53841/bpsicpr.2015.10.2.118" @default.
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