The impact of personality traits on the effectiveness of solution-focused coaching in a workplace context.
Saved in:
| Title: | The impact of personality traits on the effectiveness of solution-focused coaching in a workplace context. |
|---|---|
| Authors: | Gerhát, Réka (AUTHOR), Ocsenás, Dorottya (AUTHOR), Münnich, Ákos (AUTHOR) |
| Source: | International Coaching Psychology Review. Atumn2025, Vol. 20 Issue 2, p40-65. 26p. |
| Subjects: | Five-factor model of personality, Personal coaching, Coaching psychology, Personality, Workplace management, Success, Self-efficacy |
| Abstract: | Introduction: This study explores the relationship between Solution-Focused Brief Coaching (SFBC) interventions and the Five-Factor Model (FFM) of personality traits within a workplace context. Methods: The research involved 43 white-collar employees participating in three coaching sessions with follow-up assessments. Various methodologies were employed, including self-report questionnaires, 360-degree performance evaluations, and semi-structured interviews. Results: The findings indicate that personality traits – extraversion, agreeableness, conscientiousness, emotional stability, and openness – exhibited significant correlations with key outcomes such as self-efficacy, performance, goal attainment, satisfaction with the coaching process, and the quality of coach-coachee collaboration. Although long-term improvements were not substantial, the relationship between personality traits and growth was observable over extended periods. Discussion: These results align with existing literature, suggesting that SFBC effectively enhances self-efficacy and performance, with personality traits playing a crucial role in determining the success of coaching interventions. Conclusions: Importantly, the study concludes that while SFBC brought improvements for all participants, considering personalised coaching interventions could further optimise the effectiveness of developmental strategies in organisational settings. [ABSTRACT FROM AUTHOR] |
| Copyright of International Coaching Psychology Review is the property of British Psychological Society and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Psychology and Behavioral Sciences Collection |
|
Full text is not displayed to guests.
Login for full access.
|
|
| Abstract: | Introduction: This study explores the relationship between Solution-Focused Brief Coaching (SFBC) interventions and the Five-Factor Model (FFM) of personality traits within a workplace context. Methods: The research involved 43 white-collar employees participating in three coaching sessions with follow-up assessments. Various methodologies were employed, including self-report questionnaires, 360-degree performance evaluations, and semi-structured interviews. Results: The findings indicate that personality traits – extraversion, agreeableness, conscientiousness, emotional stability, and openness – exhibited significant correlations with key outcomes such as self-efficacy, performance, goal attainment, satisfaction with the coaching process, and the quality of coach-coachee collaboration. Although long-term improvements were not substantial, the relationship between personality traits and growth was observable over extended periods. Discussion: These results align with existing literature, suggesting that SFBC effectively enhances self-efficacy and performance, with personality traits playing a crucial role in determining the success of coaching interventions. Conclusions: Importantly, the study concludes that while SFBC brought improvements for all participants, considering personalised coaching interventions could further optimise the effectiveness of developmental strategies in organisational settings. [ABSTRACT FROM AUTHOR] |
|---|---|
| ISSN: | 17502764 |
| DOI: | 10.53841/bpsicpr.2025.20.2.40 |
