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TY  - THES
AU  - Kasprzak, Rafael
TI  - Zielumsetzung und Informationsweitergabe durch Coaches
PB  - Rheinisch-Westfälische Technische Hochschule Aachen
VL  - Dissertation
CY  - Aachen
M1  - RWTH-2024-10000
SP  - 1 Online-Ressource : Illustrationen
PY  - 2024
N1  - Veröffentlicht auf dem Publikationsserver der RWTH Aachen University
N1  - Dissertation, Rheinisch-Westfälische Technische Hochschule Aachen, 2024
AB  - The person-oriented counseling format of coaching is applied in various socio-cultural milieus and institutions. In the economic sector, coaching is considered an established counseling format aimed at enhancing individual and organizational performance. However, there is no consensus about what constitutes coaching, how it ought to be implemented, or what its effects are. This state of uncertainty exists because coaching is not a profession with restricted market access and, as such, lacks quality assurance in the form of restricted access, homogeneous education, and prescribed standards of practice. Moreover, the research, particularly by Traue and Duttweiler, has shown that coaching represents a technique of subjectification in the sense of Foucault’s theory of governmentality. Essential to this form of becoming a subject is the active individual self-shaping of one’s own subjectivation, which forms the core of coaching practice. The individual exerts influence upon themselves. Individuals actively participate in their own process of ordering through self-monitoring of their behavior, employing complex forms and mechanisms of self-regulation, self-discipline, and action control. Significant for the implementation of coaching in organizations is the fact that coaches working within so-called triangular relationships are indirectly financially dependent on their clients and are contractually as well as informally bound to their expectations. Yet, for coaches, there is neither a universally applicable code of conduct nor, due to the self-commitment of organizations, institutionalized mechanisms that control or restrict coaching aimed at changing third parties. This problem is individualized and falls under the professional ethics of the coach. It becomes evident that external coaches in organizations occupy an exposed position in which they face the challenge of balancing their own demands for autonomy such as acting professionally with the expectations of the involved stakeholders. For this reason, the research aimed to explore to which extent external coaches implement organizational goals within the framework of coaching commissioned by the organization, and to the extent to which coaches pass on information from coaching (e.g., regarding content or about their coachee) to stakeholder within the organization. To carry out this exploratory study, semi-structured expert interviews were conducted with coaches and analyzed using a structured and evaluative content analysis. In the process, the power relationship expressed in the implementation of coaching was analyzed from the perspective of governmentality theory. For both the implementation of organizational goals and the passing on of information, three levels of manifestation were identified. The results regarding the manifestations of goal implementation suggest that coaches primarily pursue the goals of organizations. At the high manifestation, primarily organizational goals are implemented; at a medium manifestation of goal implementation, a balanced approach between organizational and individual goals was observed. At a low level of goal implementation, a primary implementation of individual goals was noted. However, it was found that in the medium level of goal implementation, the coachee’s goals were not considered equal to the organizational goals but were used as a means to an end. In this case, coaches utilize the individual goals of the coachee to enhance the leverage of subjectification in line with the organizational mandate. In contrast stands the low manifestation, which first allows for the subjectification of the person within a mutually freely negotiable action space and only then, if organizational goals exist, does the subjectification occur in alignment with these goals. The results for the levels of information sharing indicate that coaches predominantly do not pass on the information entrusted to them in coaching and their personal assessments to third parties on their own authority. Instead, they promote a transparent information policy that either involves the participation of the coachee or is led by the coachee. Coaches implement this by either (1) passing on information only after consultation with and/or in the presence of the coachee or (2) transferring all communication to the coachee and the stakeholders within the organization. However, it was also shown that some coaches use information as an essential instrument for shaping the power relationship or for the focused implementation of organizational goals and the subjectification of the coachee. In a few cases, manipulative behavior of coaches and the targeted passing on of information obtained in coaching were observed. The research results clearly show that coaching is implemented as a goal-oriented form of “help for self-help”, where the primary focus is on assisting the coachee in making changes to their person in line with the organizational mandate. Only secondarily may the process of self-subjectification occur. Thus, it becomes evident that the counseling format of coaching, contrary to the sometimes overly simplified self-help literature, is significantly more complex and contradictory in practice.
LB  - PUB:(DE-HGF)11
DO  - DOI:10.18154/RWTH-2024-10000
UR  - https://publications.rwth-aachen.de/record/995571
ER  -