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@PHDTHESIS{Kasprzak:995571,
author = {Kasprzak, Rafael},
othercontributors = {Kommer, Sven and Kron, Thomas},
title = {{Z}ielumsetzung und {I}nformationsweitergabe durch
{C}oaches},
school = {Rheinisch-Westfälische Technische Hochschule Aachen},
type = {Dissertation},
address = {Aachen},
publisher = {RWTH Aachen University},
reportid = {RWTH-2024-10000},
pages = {1 Online-Ressource : Illustrationen},
year = {2024},
note = {Veröffentlicht auf dem Publikationsserver der RWTH Aachen
University; Dissertation, Rheinisch-Westfälische Technische
Hochschule Aachen, 2024},
abstract = {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.},
cin = {731820},
ddc = {300},
cid = {$I:(DE-82)731820_20140620$},
typ = {PUB:(DE-HGF)11},
doi = {10.18154/RWTH-2024-10000},
url = {https://publications.rwth-aachen.de/record/995571},
}
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