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BIPOC Employees Need Effective Internal Coaching Practices and Structures in the Workplace.

Record Type:	Electronic resources : Monograph/item
Title/Author:	BIPOC Employees Need Effective Internal Coaching Practices and Structures in the Workplace./
Author:	Reid, Dayshel.
Description:	1 online resource (141 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-10, Section: A.
Contained By:	Dissertations Abstracts International84-10A.
Subject:	Education. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30317592click for full text (PQDT)
ISBN:	9798379403980

BIPOC Employees Need Effective Internal Coaching Practices and Structures in the Workplace.
Reid, Dayshel.

BIPOC Employees Need Effective Internal Coaching Practices and Structures in the Workplace. - 1 online resource (141 pages)

Source: Dissertations Abstracts International, Volume: 84-10, Section: A.

Thesis (Ed.D.)--Northeastern University, 2023.

Includes bibliographical references

A lack of coaching options for blacks, indigenous people, and people of color (BIPOC) can have a detrimental impact on organizations and employees. This study sought to examine and develop internal coaching practices for all employees, focusing on blacks, indigenous people, and people of color. Participants and data collected in Cycle 1 consisted of the research site's employees, leadership, and board members. Action steps were designed, implemented, and evaluated in Cycle 2 to support developing an internal coaching program that includes performance evaluations for research site employees. The pilot coaching program was delivered to a cohort of leadership and employees that focused on building coaching skills, developing goals, and strengthening relationships between supervisors and employees. Three sessions were designed and co-facilitated by external coaching training professionals at the research site. Evaluating the results of the Action Research study included a thorough assessment of predefined learning outcomes. Participants, stakeholders, and collaborators/co-facilitators provided critical feedback that assisted in the evaluation process. The study concluded that the organization could sustain the coaching program if participants maintained an open dialogue, continuous coaching competency development, and a connection of the coaching program with the organization's goals and mission. Implications for the organization included strategic professional development planning, relationship development, and growth.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798379403980Subjects--Topical Terms:

516579
Education.
Subjects--Index Terms:

BIPOC employeesIndex Terms--Genre/Form:

542853
Electronic books.

BIPOC Employees Need Effective Internal Coaching Practices and Structures in the Workplace.
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500 $a Source: Dissertations Abstracts International, Volume: 84-10, Section: A.
500 $a Advisor: Parenti, Melissa.
502 $a Thesis (Ed.D.)--Northeastern University, 2023.
504 $a Includes bibliographical references
520 $a A lack of coaching options for blacks, indigenous people, and people of color (BIPOC) can have a detrimental impact on organizations and employees. This study sought to examine and develop internal coaching practices for all employees, focusing on blacks, indigenous people, and people of color. Participants and data collected in Cycle 1 consisted of the research site's employees, leadership, and board members. Action steps were designed, implemented, and evaluated in Cycle 2 to support developing an internal coaching program that includes performance evaluations for research site employees. The pilot coaching program was delivered to a cohort of leadership and employees that focused on building coaching skills, developing goals, and strengthening relationships between supervisors and employees. Three sessions were designed and co-facilitated by external coaching training professionals at the research site. Evaluating the results of the Action Research study included a thorough assessment of predefined learning outcomes. Participants, stakeholders, and collaborators/co-facilitators provided critical feedback that assisted in the evaluation process. The study concluded that the organization could sustain the coaching program if participants maintained an open dialogue, continuous coaching competency development, and a connection of the coaching program with the organization's goals and mission. Implications for the organization included strategic professional development planning, relationship development, and growth.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Education. $3 516579
650 4 $a African American studies. $3 2122686
650 4 $a Industrial arts education. $3 3173045
650 4 $a Native studies. $3 3642179
653 $a BIPOC employees
653 $a Internal coaching
653 $a Psychological safety
653 $a Self-efficacy
653 $a SMARTER goals
653 $a Trust
653 $a Leadership
653 $a Pilot coaching program
653 $a Coaching skills
653 $a Organization's goals
653 $a Relationship development
655 7 $a Electronic books. $2 lcsh $3 542853
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690 $a 0296
690 $a 0741
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710 2 $a Northeastern University. $b School of Education. $3 2097885
773 0 $t Dissertations Abstracts International $g 84-10A.
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