TOP Vol.1 No.1 July 2004

The A.P.S. College of Organisational Psychologists top t he organisational psychologist

v olume 1 number 1 july 2004

Feature Grant and Cavanagh on executive coaching

Articles Australia’s leadership in applied positive psychology Bridging the scientist-practitioner divide

Event Reviews Models of Coaching psychology Psychometric tools for organisations Professional commercial development Staff assessment

Book Reviews Giuliani on leadership Anthony Grant’s coach yourself

And More…

P u b li shed by t he AP S Co lleg e o f O r ga n isa tio na l P sy c ho lo gi sts TOP Vol.1 No.1 July 2004 1

editorial policy COP national TOP is a regular publication of the executive College of Organisational Psychologists (COP). As such it is a Chair mouthpiece for communicating the Denis Flores most recent events, developments and issues in organisational Treasurer psychology and related HR Peter McCrossin professions in Australia. A copy is available to all COP members and Secretary affiliates via the APS website, and in (to be advised) hardcopy to Victorian COP members. Membership Secretary Unless articles indicate otherwise, Ian Shephard please address all correspondence to: [email protected]. Not all PD Events contributions to TOP are guaranteed Philip Webb publication. The editorial team reserves the right to alter or abridge submissions to comply with editorial Course Approvals Committee policy. Convener Dr Sally Carless TOP is copyright. It may not be photocopied or used on any Website Editor electronic or mechanical information Peter Rosenweg storage and retrieval system without the prior written permission of either the COP Committee Chair or the Editor. TOP editorial team advertising guidelines Executive Editor Denis Flores Advertising messages may be displayed free of charge if they Editor represent non-profit opportunities for Walter Giusti COP members and colleagues such as events, member achievements Technical advisor and websites. Jeromy Anglim Advertising rates apply if the product, service or event you wish to Marketing & Advertising advertise is for the purpose of profit James Canty making. Your message will appear as a boxed advertisement in TOP. Associate Writers Chris Platania-Phung Melinda Rolland Email your typed message as you wish it to appear to: [email protected] advertising rates $75 logo $150 half page $200 full page $300 inside back cover

TOP Website: http://www.psychsociety.com.au/units/colleges/organisational/publications.asp

TOP Vol.1 No.1 July 2004 2 editorial note

Dear COP members and colleagues,

Over a century ago, Emile Durkheim, Their article is complemented by a Over the remainder of the year we the founder of empirical sociology, review of a recent Victorian PD will continue to develop TOP in style predicted the growth in importance of Event on the subject, and Chris and content, and to introduce new professional associations - which Platania-Phung’s insightful initiatives along the way. We will have their ancient origins in the commentary on the field from the also continue our efforts to attract Greek thiassoi and Roman collegia - viewpoint of developments in articles from organisational not only for advancing the applied positive psychology. We psychologists and related professions that they represent but, also bring you the usual professions across all Australian even more broadly, for the general smorgasbord of commentaries, states to make TOP a truly national well being of society. Today function and book reviews. magazine. professional associations are indeed an integral part of professional life, While the main objective of TOP is We welcome readers' comments, and in this communication plays a to address core issues, practices suggestions and article vital role in keeping committees in and activities relating to I-O submissions. Please send these to touch with their members, as well as psychology in Australia, future us at: [email protected] providing a means of communication editions will continue the For further information on TOP and between members themselves. international focus and submission deadlines visit our APS commentaries on global issues that College Website listed above. With this in mind we welcome you to were a regular feature of The the first edition of The The editorial team hope you enjoy Pipeline. These will include articles Organisational Psychologist (TOP). this inaugural issue of TOP. on organisational psychology in The editorial team is proud to bring other countries, as well as address this publication (formerly The broader issues as they relate to our Pipeline) to COP members across Walter Giusti field. Forthcoming issues of TOP will Australia. As a combined initiative the editor also introduce profiles of companies of the National Executive and and organisations engaged in I-O Victorian Branch of COP. psychology activities in Australia, as This inaugural issue of TOP begins well as overviews of emergent with messages from both the research in the area. national and the Victorian COP

Committee Chairs; Denis Flores outlines a strategic direction for the College and Simon Brown-Greaves, introduces readers to this first issue. The controversial topic of coaching contents psychology (the APS’s featured unit last April) is covered at some length Editorial Note 2 in this issue. As the use of coaching, Message from the National COP Chair 3 as an intervention aimed at Message from the Victorian COP Chair 4 optimising organisational and Grant & Cavanagh on Executive Coaching 5 individual performance, is gaining PD Event Review: Models of Coaching 11 widespread application in this Australia’s Leadership in an Applied Positive Psychology 13 country and internationally, a Bridging the Scientist-Practitioner Divide 16 number of questions have been raised regarding the effectiveness of International Networking Opportunity 18 coaching services, and the need for PD Event Review: Psychometric Tools for Organisations 19 a coherent set of standards and Vic Career Fair Review 22 code of practice in the industry. NSW PD Event: Key Factors in Executive Selection 23 These issues, and more, are Mentoring Dinner: Executive Staff Assessment 25 addressed in our feature article by Book Reviews 26 Anthony Grant and Michael Cavanagh, leading researchers and practitioners in the field in Australia, and indeed internationally.

TOP Vol.1 No.1 July 2004 3

Message from the National Chair implementing a strategic vision for COP

Denis J. Flores APS Annual Conference The publication of the first issue of Each College has the opportunity to TOP provides the College with the have a theme day(s) at the APS opportunity to highlight a number of Conference, so specialist papers significant initiatives that have been within a College area can be undertaken by the National COP presented in a block within the Executive in conjunction with the conference proper. The theme can State Committees. be based on papers already submitted or papers will be sought Strategic Direction on the theme requested, e.g., motivation and performance, Soon after coming to office, the organisational wellbeing, managing National Committee developed a conflict in organisations. Whilst we Strategic Direction paper that will continue to focus on the represents the vision and action biannual specialist I-O conference, plan for the College for the next two the move to themes at the APS years. The paper was developed Conference will certainly give it with input from all Committee more relevance for COP members. members including State Chairs and relates specifically to development Professional Development and growth at State level. The Committee will continue with its This has been a major area of traditional activities such as Course concentration recently and without Approvals and Professional going over too much of the angst Development but will have a that was around concerning this particular emphasis on supporting issue late last year I can advise that activity at State level. after many discussions at the Board level with Alan Ralph and Hugh Alternative Entry Process Woolford and significant work by Phil Webb at PDAAG, a new All Colleges are required to have an approach is being taken in regard to alternative entry process for recording of PD. Members will be Membership. COP has now able to access and eventually developed this alternative entry update their PD records on the APS process which requires applicants to website. We have also floated the demonstrate a level of skill and concept of a bar-coded membership understanding through a detailed card which when swiped will record evidence competency framework. attendance at State based PD Our thanks go to Fiona Page from events. Monash who did a tremendous job

of putting this whole package together Denis J Flores Chair National COP Committee 4 TOP Vol.1 No.1 July 2004

Message from the Victorian COP Chair introducing The Organisational Psychologist

Simon Brown-Greaves

This is a significant message from In this edition you will also note the the Chair! Not that they all haven’t excellent work that is being done been, however, this one marks a both in Victoria and nationally special occasion. As the College around Professional Development. both locally and nationally moves A prime objective of the National forward, much work has been done Chair is to support the regions in the bringing all into alignment. Part of provision of relevant and stimulating this process includes the conversion PD activities. We hope you find of The Pipeline to The something to interest you in the Organisational Psychologist (TOP). choices outlined within. We are extremely pleased that the National College Committee has seen fit to adopt this publication as Simon Brown-Greaves the national flagship. Chair This is a testament to the long-term COP Committee work of the Editorial Team, (Victorian Branch) Walter Giusti, Jeromy Anglim and James Canty, as well as all those committee members who have contributed over recent years. It is also important to remember that Pipeline was born out of the New Professional Group of the College some five years ago – and the energy and commitment of that group has been instrumental in the success of the magazine. The Organisational Psychologist as this publication will now be known will be distributed nationally electronically, but a Victorian version will still be available in hard copy. We hope that we are able to reflect both National and local needs in the new format.

TOP Vol.1 No.1 July 2004 5

Feature article: executive coaching: educational and practice issues for psychologists

Anthony M Grant & Michael J Cavanagh School of Psychology The University of Sydney

If one were to ask the learning and development officer of any large business, “what are the key components in staff and organisational development?”, most would include coaching as part of the answer. Executive and life coaching are in the ascendant in personal and organisational development. This seems quite consistent with the predictions of coach training companies over the past 5 years. Advertisements for some commercial coaching training promise a highly profitable home-based business, helping others along the road to behavioural change, personal development and self- actualisation. These three areas place coaching largely within the field of the behavioural sciences, and particularly in the area covered by psychology. Indeed, many coaches appear to do work which is very similar to psychologists, yet few have training and qualifications in psychology. The coaching and Dr Anthony M Grant is the psychology spaces are not, however, simply contiguous. The founder and Director of the most obvious difference being the business and commercial Coaching Psychology Unit at focus offered in coaching compared to traditional psychological the School of Psychology in practice. What are the implications, for psychologists, of this the University of Sydney, rapid growth in life and executive coaching? This article Australia. His PhD is in examines some key issues in executive and life coaching, and Coaching Psychology and he discuses some of the implications for psychologists’ practice is a registered psychologist. and training. In this article we draw on the popular press and He is an academic and a the peer-reviewed literature, and our experience in the coaching practitioner. Tony Coaching Psychology Unit, at the School of Psychology, has extensive experience in University of Sydney. personal and executive coaching at senior levels and has worked with many of What is Life and Executive Coaching? Australia's leading companies and with global organisations Executive or life coaching is a helping relationship for “people as a coach, a consultant and making important changes in their lives… People come to as a teacher of coaching. He coaching because they want things to be different. They are can be contacted at: looking for change or have an important goal to reach … (such [email protected] as) … to write a book, start a business, have a healthier body, be more satisfied at work, have more order and balance in their lives, less confusion, less stress … in general, they want a better quality of life …” (Whitworth, Kimsey-House, & Sandahl, 1998; p.1). The boundaries between executive coaching and life coaching are somewhat blurred. Both frequently address issues such as work-life balance and personal values. Both tend to be highly goal-orientated, and focus on non-clinical populations. TOP Vol.1 No.1 July 2004 6

Life coaching is frequently aimed at holistically fine-tuning the Dr Michael Cavanagh is client’s life, enhancing well-being and actualising unexpressed the deputy director of the potential. Executive coaching is focused more on work-place issues. Coaching Psychology Unit. An oft-cited definition of executive coaching posits that it is “… a A coaching and clinical helping relationship formed between a client who has managerial psychologist, Michael has authority and responsibility in an organisation and a consultant who over 17 years experience in uses a variety of behavioural techniques and methods to help the facilitating personal, group client achieve a set of mutually defined goals to improve his or her and organizational change. professional performance and personal satisfaction, to consequently He has designing and to improve the effectiveness of the client’s organisation within a facilitated training and formally defined coaching agreement” (Kilburg, 1996 p. 142). personal development workshops in Australia, New Executive and life coaching has attracted considerable global media Zealand and the UK. As a coverage (e.g., Koepper, 2002; Patten, 2001) with many thousands coach he has worked with a of media items published each year. However, despite its high wide range of individuals, media profile, academic psychology has yet to take the professional drawn from every level of coaching movement seriously. For example, there has been very management and from a little published academic research on life coaching, with only 10 diverse range of industries citations in PsycInfo as at March 2004. One of the major avenues and organizations. by which psychologists can begin to claim at least a part of the His email address is: coaching space is via research. The development of coaching [email protected] specific theories of practice, and rigorous outcome studies will help to establish psychologists as leaders in both thought and evidence The Coaching Psychology based practice. It is our experience that business and Human Unit in the School of Psychology, Resource leaders frequently ask – “how do we know coaching is University of Sydney, was founded worth the investment?” At present, the evidence base, while in 2000. The Unit is a world's first, growing slowly, need the rigour and research skill of psychologists. and offers two Masters programs in the Psychology of Coaching: the Executive coaching can be seen as the application of positive Master of Applied Science psychology to issues facing leaders, employees and their (Psychology of Coaching) and the organisations. To be frank, in Australia the general reputation of Master of Human Resource psychologists in commercial circles could be improved. We are too Management and Coaching. The often seen as somewhat disconnected, problem focussed and aim of the Coaching Psychology Unit is to enhance the irrelevant. Failure to grasp the opportunity inherent in the rise of performance, productivity and coaching as a behavioural intervention is not simply another missed quality of life of individuals, opportunity. If we do not step into, and claim some ownership of at organisations and the broader least the positive psychology part of the coaching space, other less community through excellence in qualified people will. While they may ultimately fail, and coaching education, research and the will be seen as the last fad to hit management, the reputation and practice of coaching psychology. relevance of professional psychology will become further negatively For further information on the Unit entrenched. emailp

Coaching Psychology Unit School of Psychology, University of Sydney Sydney NSW 2006 Australia TOP Vol.1 No.1 July 2004 7

The Popularity of Coaching Coaching appears to be highly attractive, both as a change does require significant and sophisticated potential career, and to clients as a means of understanding of behavioural science. We are enhancing personal or professional development therefore right to be worried by the movement of and improving performance in a wide range of non-psychologists into the space occupied by areas. Public demand for executive or life coaching psychology. At the same time, the presence of services appears to be growing significantly (Dick, players from a wide range of backgrounds and 2003;Ellingsen, 2003). At least 50% of US, UK, perspectives also raises a number of important European and Australian organisations employ issues and challenges for psychologists who wish to coaches (Centre for Creative Leadership, 2003). In move into the coaching space. Australia, at least 1 in 9 senior managers has a As in other countries, at present there is no coach, and the perception of coaching in regulation of executive and life coaches in Australia, organisations is, at present, overwhelmingly and there are no barriers to practicing as a coach. positive (Leadership Management Australia, 2003). There is very little research about coaches and To date the press coverage of coaching has been coach training. Consequently, exact figures are predominately positive. Anecdotal evidence strongly difficult to obtain. However, monitoring of newspaper suggests that, world-wide, there have been very advertisements in New South Wales indicates that few negative reports or prosecutions of coaches for there are a least 30 commercial organisations malpractice or harming their clients. offering executive and life coach training operating in Australia. These unregulated commercial training We would like to think that this is due to the successful schools frequently promote coaching as an easy-to- self-regulation of the coaching industry, or even a start business opportunity – “You too can be a testament to the resilience of the human condition. It executive or life coach”. One Sydney-based coach more probably reflects a common understanding that training school alone claims to have trained over behaviour change is a complex and uncertain 1,000 executive and life coaches in Australia. The business, and when it comes to outcomes, few quality of these proprietary programmes is hard to promises can be made. It may also be because those assess. Most often their key components are held seeking coaching services have not had a clear idea as commercially confidential. Just how much solid of the services and standards they would be receiving, behavioural science is taught in them is open to and therefore no internal standard as to what conjecture, though anecdotal evidence suggests the constitutes unacceptable service or outcome. The fact standards are not high. that, as of March 2004, world-wide there is no governmental regulation of coaching and thus few formal avenues for complaint may well add to the reticence of unhappy clients to seek redress for poor Coaches as Para-Psychologists coaching practices. Coaches who are not psychologists tend to place Clearly, one of the challenges facing coaching is the great emphasis on the claim that their work does not development of clear standards of practice, and constitute an applied psychology, but is rather, a reliable and sensitive outcome measures against new form of helping relationship focused on well- which practice can be evaluated. being enhancement and goal attainment (Fortgang, 1998; Rock, 2001; Williams & Thomas, 2004). The notion of a helping relationship with individuals from Most Coaches are not Psychologists a normal, non-clinical population is recurrent theme in life and executive coaching (Grant & Cavanagh, in The vast majority of coaches are not psychologists. press). One recent study, drawing on a large sample of However, despite the frequent claims that coaching primarily American coaches (N = 2,529) found that does not constitute applied psychology, an less than 5% of respondents had a background in increasing number of non-psychologist coaches deal psychology (Grant & Zackon, 2003). Indeed, with issues such as executive burn-out, work-related psychologists are infrequently recognised as having distress, Attention Deficit Disorder (ADD), unique coaching competencies (Garman, Whiston, relationship problems, stress management and & Zlatoper, 2000). The majority of people identifying general physical and mental health issues (Hudson, themselves as coaches came from consulting, self- 1999). In addition, like organisational psychologists, employment and management backgrounds. coaches frequently use assessment tools, although Clearly, it is important to distinguish between the such tools tend to be unvalidated and rise of coaching as a development tool and the psychometrically unsound (Starr, 2003). Clearly, ability of coaches to effectively service this demand. despite claims that coaches do not practice Working in people’s lives for behavioural psychology, the above descriptors indicate that

TOP Vol.1 No.1 July 2004 8

there appears to be a significant overlap between Although we believe that behavioural science is an the work of coaches and the work of psychologists. essential grounding for executive and life coaching, it does not follow that all psychologists will make In the longer term particularly, the number of good coaches, or that all coaches should be executive coaches working as para-psychologists psychologists. We do believe that psychology as a may be of some concern to psychologists. By profession should be actively involved in executive moving into the arena of psychology, those without and life coaching in terms of developing a sub- psychological training effectively undermine discipline of coaching psychology, and that state professional psychological practice in the market registration board and APS accredited specialised place. Of more concern is the fact that well- training program in coaching psychology will meaning, but effectively untrained, people are eventually be seen as a prerequisite for presenting untested and unverified interventions as professional coaching psychology practice. solutions to complex mental health issues. Just as the commercially naïve psychologist offering business advice is no more than a well meaning amateur, capable of inflicting much organisational Our Strengths harm, so the psychologically untrained life coach or Organisations want to employ coaches who are executive coach risks seriously damaging his or her effective at enhancing individual and organisational clients when they seek to offer solutions to critical performance and development (Thach, 2002). psychological issues. Such psychologically naïve However, there is some scepticism in organisations solutions can result in much wasted effort, about the growing number of individuals from a organisational confusion, and personal suffering wide variety of backgrounds who are now offering (Berglas, 2002). Indeed, for some clients, the loss their services as executive coaches. One recent of hope that comes with yet another failed attempt study investigated global best practice in executive to create a better life, may itself be life-threatening. coaching in organisations (Corporate Leadership There is a real role and challenge for psychologists Council, 2003) and reported that the second highest in presenting theoretically informed ethical preferred qualification, after prior experience as a standards of practice. However, to do so requires senior executive coach, was an advanced degree in engagement with the marketplace of coaching. To behavioural science. be done effectively, it is important that Measurement is another of our strengths. The psychologists recognise that they do not own the psychologists’ ability to design measures capable of whole of the coaching space. There is much room capturing change is an area of expertise that is for other types of coaches. One of the major points currently underutilised, despite an increasing cry for of value offered by psychologists lies in helping such measures in organisations. organisations distinguish between different types of coaching and who are best suited to provide those services. Knowing the particular strengths and limits of our expertise is the first step in this process. Areas for Development However, in addition to a background in behavioural science, organisations also want a range of other Psychologists as Coaches skills and knowledge including comfort around senior management, business acumen, the ability Psychology is the science of human behaviour per to focus on organisational -related outcomes, a se, and as such includes goal setting and goal clearly articulated theoretically-grounded philosophy attainment, performance enhancement – in short, of coaching, a goal-directed approach, evidence- the very areas that life and executive coaches work based practice, and outstanding coaching skills . As in. Unfortunately, psychology, as a profession, suggested above, in this arena, psychologists need appears to have not effectively positioned itself as to lift both their skills and their profile in the market provider of executive and life coaching, leaving the place. way for other, arguably, less qualified individuals to dominate the market. As has been argued above, if Professional executive coaching requires specific psychology is to reclaim the ground in this rapidly knowledge and competencies that go beyond much of developing area, we need to address this issue the standard postgraduate psychological educational urgently. content. It is becoming clear that, to be a successful professional coach, many psychologists will need to There is considerable interest amongst augment their original psychological training with psychologists regarding incorporating life and coach-specific education (Corporate Leadership executive coaching into their existing psychological Council, 2003). Organisations and executives practice. In September 2002 the Australian commonly call for coaching on a large range of issues, Psychological Society (APS) formed an Interest including coaching for enhanced strategic planning; Group for Coaching Psychology. This group has presentation skills; anger and stress management; experienced phenomenal growth, now has over 500 team building; and leadership development. Each members, and is the fastest growing APS Interest coaching application requires the coach to have a Group to date. specific skill set. Good coaches tend to have developed a speciality over time. TOP Vol.1 No.1 July 2004 9

University-Level Coach Training Is there a clearly articulated theoretical basis to the program; does the program cover marketing and In 1999, to the best of our knowledge, world-wide practice establishment issues; is there a range of there were no universities that taught coaching. At that evidence-based models and tools; does the program time the only coach training was through tele-classes, provide supervised coaching skills practice; is the with a curriculum based on adaptations of personal program based on Australian or US cultural mores; is development programs, and this is still a very common there a well thought-out delineation between coaching genre and teaching modality. and therapy; are there specialised education tracks The lack of evidenced-based teaching in such which align with your own interests and needs; what programs has been a barrier for psychologists seeking are the qualifications of the teachers; how is the course coach-specific training. At present (March 2004) taught - over the phone, distance education, or face to world-wide there are only six universities that offer face? post-graduate course-work degrees in coaching. It is probable that psychologists seeking coach-specific These are, the University of Sydney; Oxford Brookes training will not find any one single coach training University in the UK; Portsmouth University in the UK; school who can provide all of the above. In such cases Middlesex University in the UK; and, somewhat it will be necessary to enrol in a number of courses. surprisingly, only Georgetown University and Duke University in the US. Of these only the University of Sydney and Middlesex University offer a program grounded in psychology, the others are from Faculties Conclusion of Business and Education. Although Australia was The rise of coaching as a significant form of the first to teach coaching at university, the UK now behavioural intervention in organisations has largely leads the way in terms of numbers of programs, and caught the profession of psychology napping. Coaches several other UK universities plan to have doctoral are moving into spaces previously thought the domain level coach training programs in place in the near of psychology. We can chose to see this as a call to future. arms, a rallying cry to expel the invaders from our An emerging trend is for the private providers of coach hallowed theoretical and applied fortresses. To do so, training to obtain recognition of their programs within we believe, would be a mistake. Rather, we suggest the Australian Qualification Framework. To date 2 that we view this as a timely wake-up call. A call for the Australian private providers offer a Certificate VI in profession of psychology to engage with the market Business and Life Coaching. These moves to align place in a way that says clearly that we have coach training within a recognised framework is to be something more to give than the remediation of welcomed, and is an important move towards the psychopathology. As psychologists, we have much to professionalisation of the coaching industry. However, offer with regard to many of the issues and there are concerns that the content of some of these developmental desires that people are turning to courses includes very superficial approach to the coaches to address. Our best approach to engage with teaching of cognitive-behavioural therapy and this this burgeoning market is to recognise our particular could be another indication that non-psychologist strengths, and be honest about our weakness; bringing coaches are moving in the areas traditional seen as the former to people’s attention, while developing the being the province of university educated breadth of our skills base. For this ongoing education psychologists. and openness is needed. The rewards, for ourselves personally and for the profession are great. But Clearly one of the challenges facing psychology in perhaps more importantly, we will have seized a real Australia today, is the need to develop more credible, opportunity to shape, in more humane and humanistic university level courses in coaching psychology. ways, a large part of our modern world.

Issues in Coach-specific Training for Psychologists References Many experienced psychologists do not want to take Berglas, S. (2002). The very real dangers of executive coaching. out a whole new post-graduate masters degree. Such Harvard Business Review(June), 87-92. individuals frequently develop coach-specific Centre for Creative Leadership (2003) Executive coaching survey. competencies through a number of professional Greensboro, NC Centre for Creative Leadership Corporate Leadership Council (2003) (2003). Maximising returns on development programs. professional on executive coaching. Washington DC: Corporate Leadership Council. Coaching training programs vary greatly in quality. At Dick, T. (2003). The coach trip. Sydney Morning Herald, 12th April, p.23. the Coaching Psychology Unit we frequently receive Ellingsen, P. (2003). Going for goals. The Age, 25th June, pp.18. requests for advice from psychologists as to what Fortgang, L. B. (1998). Take yourself to the top. London: Thorsons. coach-training program they should undertake, and Garman, A. N., Whiston, D. L., & Zlatoper, K. W. (2000). Media perceptions of executive coaching and the formal preparation of these are some of the questions that psychologists coaches. Consulting Psychology Journal: Practice & Research, 52, considering coach-specific training should ask: 203-205. TOP Vol.1 No.1 July 2004 10

Grant, A. M., & Cavanagh, M. (in press). Toward a profession of Leadership Management Australia (2003). The L.E.A.D 2003 survey coaching: Sixty five years of progress and challenges for the future. report Sydney, Leadership Management Australia International Journal of Evidence-based Coaching and Mentoring, Patten, S. (2001). Worries about work and no play make for stressed 2(1). out executives. The Times, 48; Oct. 27th. Grant, A. M., & Zackon, R. (2003). Executive, workplace and life Rock, D. (2001). Personal best. Sydney: Simon and Schuster. coaching: Initial findings from a large-scale survey of International Starr, J. (2003). The coaching manual. London: Prentice Hall. Coach Federation members (2003): Unpublished manuscript, Thach, L. C. (2002). The impact of executive coaching and 360 Coaching Psychology Unit, School of Psychology, University of feedback on leadership effectiveness. Leadership and Organization Sydney, Australia Development Journal, 23(4), 205-214. Hudson, F. M. (1999). The handbook of coaching. San Francisco, CA: Whitworth, L., Kimsey-House, H., & Sandahl, P. (1998). Co-active Jossey-Bass. coaching: New skills for coaching people towards success in work Kilburg, R. R. (1996). Toward a conceptual understanding and and life. Palo Alto, CA: Davies-Black. definition of executive coaching. Consulting Psychology Journal: Williams, P., & Thomas, L. J. (2004). Total life coaching. New York: Practice and Research, 48(2), 134 - 144. Norton & Company. Koepper, D. (2002). Be all you can be -- and then some. New York Times, 3; Dec 15th.

The APS Interest Group in Coaching Psychology is pleased to announce its first national symposium

Coaching Psychology:

Advancing Professional Practice

July 22 and 23, 2004

The Symposium

As Australia continues to lead the world in the development of evidence-based coaching practice, this symposium aims to build on the advances made in coaching psychology within the realms of research and theory; it will provide a forum for professional psychologists practicing in the coaching field to present and discuss their practical solutions and applications of this emerging body of knowledge. The symposium is open to all members (and pending members) of the Australian Psychological Society, and to registered psychologists. Non APS members are encouraged to use this opportunity to gain APS membership and continue their professional development through the Society‘s services and programs.

The AGM

As part of the national event, the Interest Group in Coaching Psychology (IGCP) will hold its first AGM. The IGCP has had phenomenal growth over the past year; with over 520 members it is the second largest interest group in the APS. The AGM is your chance to have a real say in the leadership of the interest group and in the direction for the next year. An opportunity not to be missed!

Venue: Bayview on the Park, 52 Queens Road, Melbourne

Further Information and Registration details can be obtained @ http://www.psychology.org.au/units/interest_groups/coaching/8.7.30_10.asp

11 TOP Vol.1 No.1 July 2004

PD event review: models of coaching and coaching psychology

Melinda Rolland

With some intrepidation, the which to draw to effectively guide to deal with difficult people and Victorian College of and support coachees. achieve personal goals. Organisational Psychologist’s Defined as a learning process that With over fourteen years experience first Professional Development leads to behavioural change to in facilitating individual, team and event for 2004 created what could improve an individual’s performance organisational change, Kerryn has turn out to be the ‘Great Debate’ and business results, Sue was very worked across industries with for the year. With newspapers clear on how coaching differs from companies ranging from local littered with ‘Become a Life ‘mentoring’ and counselling. businesses to global corporations. Coach’ adverts, it seemed the Today, her clients are organisations Lee Hecht Harrison is an time had come to bring together that have identified high performers international organisation which professionals in the field to ear-marked for greater things, or are specialises in executive coaching, discuss this popular and keen to motivate and retain their focusing its activities on: controversial topic and to explore very best people or are looking to different models of high-quality • A cognitive process about maximise leadership development. coaching. enhanced learning, ‘Today organisations are far leaner Three practising and experienced understanding and decision- and looking to do more, so leaders coaches, Sue Zablud (Lee Hecht making; are under incredible stress – Harrison) Kerryn Velleman (Kru • Providing a framework for skill organisations are willing to invest in Consulting) and Jan Elsner interventions that maximise (Psynchrony Coaching) presented performance and leadership development; and performance that will lead to their views of coaching to the significant outcomes’ she said. assembled at Hotel Y on Tuesday • Utilisation of proven tool 20 April. Consistent with Sue’s comments, Sue identified three types of Kerryn defined coaching as four While the definitions were consistent coaches: (1) external, which offer an processes, which resulted in as to what constitutes a ‘coach’, outsiders perspective; (2) internal, fundamental shifts in behavioural there was some interesting debate generally the HR department which change – self-awareness, surrounding the role of psychology in offers the organisational perspective, performance enhancement, this emerging field, and the and; (3) manager/coach, the industry performance breakthrough and differences between coaching perspective with functional and personal transformation. Good psychologists and other types of management responsibility. And she coaches challenge individual’s coaches such as life and business described Lee Hecht Harrison’s beliefs and values and equip them coaches. Four Phase Model that transfers a with the necessary skills to tackle Sue Zablud, the General Manager of ‘coachee’ through a cycle of any situation. Leadership and Coaching -Victoria, outcomes, information, strategy and of Lee Hecht Harrison (the principal results to achieve behavioural sponsor of the evening), confirmed change. “It is essential to have a that coaching was about making a Discussion also focused on the contract up front that clearly difference with people, providing importance of building trust between wise counsel to make individual’s coach and coachee, ethics and the defines roles of the coach and better at what they do. Sue’s crucial nature of ensuring coachee” message was that a coach should confidentiality to the coachee, - Kerryn Velleman inspire action. irrespective of who’s paying for the With a background in career coaching. When attendees were asked to management and organisational To continue the theme, Kerryn consider the difference between change, Sue specialises in the areas Velleman discussed the benefits to coaching, mentoring and of thought leadership in mentoring an individual that coaching can counselling, an interesting debate and coaching, career, talent and provide – including increased ensued on where a coach draws the change management. She confidence, improved performance line between these functions. discussed the importance of having and leadership, and a greater ability a wide variety of experience on TOP Vol.1 No.1 July 2004 12

Kerryn stressed the importance of coaching competencies and the factors such as goal and role clarity need to have a rigorous process in

– ‘ it is important to be clear with place for the training and clients on what the goals are,’ she accreditation of coaches, whether said, and recommended establishing they were psychologists or not. a contract to ensure that roles are Jan said that Australia leads the clarified at the beginning of the world in this new and evolving field, program and revisited throughout to although there was still a lot of ensure the integrity of the process. ambiguity about boundaries, and encouraged attendees to “get informed” regarding the evidence of “Coaching is about coaching psychology via Tony behavioural change, but the Grants Coaching Psychology Unit at coachee must be ready to Sydney University, the Corporate Leadership Council and the APS change.” - Sue Zablud Interest Group in Coaching Psychology (IGCP). Great collaboration within the industry is required to ensure that this field is The final speaker, Jan Elsner, recognised as significant, she said. confessed that for many years she Richard Want, Victorian COP swept her clinical psychology Committee Treasurer, closed the training under the carpet. Her career event by highlighting the value of the followed the commercial and diversity of perspectives expressed corporate path to almost Board level by the speakers and the debate that when she realised her passion lay in followed. The event was proudly coaching people of high potential. sponsored by Lee Hecht Harrison. Jan has since re-registered with the APS, and is now the Director of Psynchrony Coaching - a private practice of Coaching Psychologists, Director of a Woman’s Place, and an Associate Executive Coach with Nous Group, Tall Poppies, and the Litmus Group.

“Australia is leading the world in coaching psychology” - Jan Elsner

Like Sue and Kerryn, Jan agreed that coaching is about behavioural change. However, she believes it goes beyond that to re-establish an individual’s identity She defines coaching as a goal- focused intervention aimed at equipping clients with the skills that enable them to make positive changes and to maintain them.

Jan is also a member of the newly formed APS special interest group in Coaching that was established to consider and define the area of ‘coaching psychology.’ Given that the industry remains unregulated, she highlighted the importance of developing skills and qualifications in 13 TOP Vol.1 No.1 July 2004

Australia’s leadership in an applied positive psychology

Chris Platania-Phung Department of Psychology University of Melbourne

Australia, like the UK and US, has work of Martin Seligman on learned witnessed a wave of coaches and helplessness, which evolved into coach training centres in recent pioneering research on learned years. As a result, a topical issue optimism as a protective factor for for organizations is whether depression. Readers are coaching is another brand of recommended to read Lazarus ‘corporate candy’ or an approach (2003), and replies to this article, for that can generate concrete an in-depth and controversial debate results in work performance, about the credentials of positive group output and profit. psychology research. The purpose of this commentary is Applied positive psychology is about to stimulate discussion on coaching enabling people and groups to be research and practice in the more ‘agentic’ and making the most Australian context, and in relation to of their talents, as opposed to the

the challenges emerging from the treatment of mental illness Chris Platania-Phung is field of positive psychology. (Seligman, 1998). Grant (2003) sees a PhD candidate under the coaching as the realization of an supervision of Associate applied positive psychology – and Professor Janice Langan- as a means to further our Fox at The University of An Applied Positive understanding of human striving, Melbourne. His research Psychological change processes, and constructive interests centre around There are a wide range of definitions relationships. cognitive abilities, adult of coaching. For current purposes, health behaviour borrowing from Grant (2003, p.254), maintenance, and practical coaching can be defined as “a applications of theory in this Australia Leading the Way collaborative solution-focused, area. Chris has also been a result-oriented and systematic Practitioners such as Anthony Grant regular contributor of process in which the coach and Susan David epitomise articles and book reviews facilitates the enhancement of life Australia’s leadership in the melding for The Pipeline, and now experience and goal attainment in of evidence-based coaching practice continues to write for TOP. the personal and/or professional life and positive psychology research. It

of normal, non clinical clients”. is the position of both that effective coaching especially requires, among As Grant and Cavanagh (this issue) other things, an advanced argue, few people working under the understanding of change from the banner of “coach” have a formal perspective of behavioural science. background in psychology, which highlights the need for what Anthony Grant’s academic and psychological research and practice business entrepreneurship is can offer to the emerging profession defined by open sharing of of coaching. research-based knowledge to peers and the public, notably through the Having looked almost religiously at establishment of the worlds first human failings, limitations and university based coaching illnesses, general psychology has programme (at Sydney University) balanced out through more research and the establishment of the first attention on normal and exceptional national evidence-based coaching functioning - often referred to as conference. His article (together with ‘positive psychology’. The Michael Cavanagh) in this issue of orientation of this field is best TOP, outlines his position on the illustrated through the well known subject.

14 TOP Vol.1 No.1 July 2004

Susan David, who is currently process of human functioning, that can be made about what can be completing a PhD on emotional especially in the context of human achieved with coaching. intelligence at the University of relationships. And, at the Coachees often seek guidance in Melbourne, applies evidence-based methodological level, self-change. A well known tendency principles arising from subcomponents of self-regulation is for people to be remarkably organisational, social, and clinical have proven to be elusive to persistent at striving for self-change, psychology to facilitate the goal capture. despite making no objective pursuit of her business clients. She Then there are issues of progress on those goals, with is particularly interested in the use of establishing intervention subsequent risk for ill-health (Polivy emotions as a basic competency of effectiveness - are observed & Hermann, 2002). One explanation effective coaching, as she considers improvements in performance due for this persistence is the emotions as central to human to coach-facilitated learning, the reinforcement that comes from the experience, development and the enthusiasm of the coach (‘founders affective rush of envisaging vague process of behavioural change. effect’), or to the sheer novel and highly desirable future Drawing upon the Mayer-Salovey experience of having a coach? - as circumstances (Gonzales et al., model of emotional intelligence, and well as generalisability issues, given 2001). As Karoly and Ruelhman the empirical literature, David (in the multidimensionality of coaching, (1995, p.120) put it: “human goal- press) provides a framework and including type (executive, team, life), directedness, in addition to being guidelines for coaches on how to medium of communication (in guided by rational conceptions of use emotion-related processes to person, over the phone, virtual the probable, is fuelled by rose- facilitate coachee change and goal coaching), and number of coachees colored visions of the dimly attainment - named RUUM for and coaches in question. possible.” However, Gonzales et al. Recognise, Use, Understand and (2001) argues that this heightened

Manage. state leads to overlooking the Value of Research difficulty of change and having inaccurate expectations of what will Psychologists play a critical role in Challenges be the result of successful change; informing the public about the this sets up the individual for As we consider evidence based- viability of self-development continued unrealistic efforts, coaching, a number of very products and services, including repeated disappointment, and fundamental (and largely coaching (Grant, 2003). The subsequent ill-health risks (Polivy & unresolved) challenges for coaching industry is still Hermann, 2002). psychological and behavioural unregulated; to address this While not mentioned by these sciences resurface. In particular, problem, at least in context of researchers, it is no secret to there seems to be no consensus on psychological practice, the APS how to conceptualise change and Coaching Psychology Interest psychologists that the cognitive- affective mechanism just described how to measure it; this applies to Group is in the process of is routinely taken advantage of in whether change is relating to developing ethical standards. the commercial world; people will motivation, progress towards goals Ethical and practice issues in always respond keenly to the ‘hot or behaviour. coaching are informed by ongoing air’ floating around the majority of Psychological approaches to research. A key issue in positive products in the coaching and self- coaching often draw on research on psychology is considering development industries, thereby goals and how people navigate boundaries on human change and bypassing informed decision-making them in everyday life (self- performance (i.e. not getting too and consideration of whether the regulation). While there is no positive!), such as to what extent services or products are actually shortage of general theory in this specific types of behaviour (eg. needed or necessary. area (eg. see Karoly, 1999; Kuhl, organisational, health-related) can 2000), there is a long road ahead in be changed - an important However, a better understanding of this mechanism can inform the providing an evidence-based consideration for coachee-coach development of effective coaching understanding of the dynamic goal setting - and for ethical issues, such as the significance of claims models; coaches may enable

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change-seeking adults to question Kuhl, J. (2000). The volitional basis of their goals and find and pursue personality systems interaction theory: realistic but still courageous applications in learning and treatment strategies, and ensure the coachee contexts. International Journal of does not engage in the type of Educational Research, 33, 665-703. Lazarus, R.S. (2003). Does the positive downward spiral discussed by Polivy psychology movement have legs? and Hermann (2002). Psychological Inquiry, 14(2), 93-109. Polivy, J., & Herman, P.C. (2002). If at first you don’t succeed: false hopes for self- change. American Psychologist, 57(9), Conclusions 677-689. Seligman, M.E.P. (January 1998). Building It is clear that the demand for human strength: psychology’s forgotten coaching services is on the rise. mission. APA Monitor, 29(1). While we should maintain a healthy scepticism, coaching psychology is worth considering as a unique means to respond to the long- standing needs of individuals and organisations seeking positive change. However, there is a long road ahead in reducing the void between practice and the evidence- base. It is hoped that the field of positive psychology will close this gap and, likewise that evidence- based coaching will provide ‘the shot in the arm’ for further research in this understudied area of psychology.

References

David, S.A. (in press). Integrating an emotional intelligence framework into evidence-based coaching. In Grant, A. M., Cavanagh, M., & Kemp, T. (Eds.). Evidence-based coaching: Contributions from the Behavioral Sciences (Vol. 1). Bowen Hills QLD: Australian Academic Press. Gonzales, M.H., Burgess, D.J., & Mobilio, L.J. (2001). The allure of bad plans: implications of plan quality for progress towards possible selves and postplanning energization. Basic and Applied Social Psychology, 23(2), 87-108. Grant, A.M. (2003). The impact of life coaching on goal attainment, metacognition and mental health. Social Behavior and Personality, 31(3), 253-264. Karoly, P. (1999). A goal systems self- regulatory perspective on personality, psychopathology, and change. Review of General Psychology, 3(4), 264-291. Karoly, P., & Ruehlman, L.S. (1995). Goal cognition and its clinical applications: development and preliminary validation of four motivational assessment instruments. Assessment, 2(2), 113-129.

TOP Vol.1 No.1 July 2004 16 Co mmentary: bridging the science-practitioner divide

Simon Moss Department of Psychology Monash University

Over the last few decades, psychologists have offered In other words, many psychologists that uncovers all of the personality extensive advice and guidance to present information that individuals flaws that individuals attempt to managers and employees. And already know – but in words they do conceal – such as the extent to sometimes, this advice and not. Many popular training which they are unethical, dishonest, guidance has been valid, while at programs, such as walking across irresponsible, unreliable, other times it has either been hot coals, do not teach participants uncooperative, prejudiced, rigid, misguided or banal. anything - except not to walk across unstable and so forth. This hot coals. Training programs are instrument can unearth these All to often psychologists also beneficial to the 5 or 6 characteristics even when promulgate initiatives that have individuals in the southern individuals strive vigorously to mask been discredited empirically. For hemisphere who believe the word their faults. example, managers are often “team” should be spelt with an I. encouraged to reward employees In contrast, most personality who propose creative, innovative To explore this issue, since 1997, I inventories – and polygraphs – suggestions. But, these rewards have analysed and distilled every cannot distinguish individuals who have been demonstrated to stifle empirical article that has been are genuinely worthy from innovation, at least in jobs that published in the fields of social participants who overrate their involve creativity. Likewise, psychology, management, human qualities. Indeed, when someone employees are often encouraged to resources, marketing, and related claims they are creative, they formulate challenging, specific plans fields. This analysis of over 11,000 usually mean they can operate to foster inspiration and motivation. scientific papers has revealed only Microsoft Photoshop. Of course, Unfortunately, when their workload 650 discoveries that do not seem when someone claims they can is elevated, these plans tend to entirely inevitable. That is, less than operate Microsoft Photoshop, they compromise motivation. 6% of these empirical articles actually mean they have unwrapped uncovered findings that were the manual that accompanies the A plethora of other unexpected and informative. software. recommendations have been invalidated. Employees are Fortunately, these 650 findings do Nevertheless, scientific findings are frequently encouraged to exhibit a yield some significant – and indeed not infallible. Objective studies are cheerful or relaxed expression when startling – insights. For example, often objectionable. Reliability they interact with customers, even supervisors who ridicule their indices are often unreliable. Validity when they actually feel angry or employees are more likely to coefficients are often invalid. provoke retaliatory behaviours – stressed. These employees, For example, to assess the reliability such as theft or damage of however, are less likely to be of some scale, many psychologists equipment – if they frequently perceived as friendly, warm, and will compute Cronbach’s alpha, provide appreciable support, advice, polite. Similarly, employees have which roughly represents the and guidance as well. In addition, been urged to discard their average correlation between each employees feel more confident and prejudiced beliefs towards pair of items. Contrary to popular worthy after they write their minorities. These appeals for belief, elevated levels of Cronbach’s strengths and achievements on a tolerance, unfortunately, foster alpha do not indicate the scale is piece a paper with their preferred rather than eradicate prejudice. reliable. hand, especially if they nod their Of course, some of the head as well. To demonstrate, suppose all of the recommendations that psychologists items in some scale appeared to be These 650 insights have been offer have been substantiated, but similar, such as “I feel anxious”, “I utilised to institute some unique most are banal, as they merely feel tense”, and “I feel worried”. assessment and training initiatives. reinforce the beliefs that employees Sources of random error – such as For example, these discoveries have already formed - they merely the mood of participants or the have been utilised to create the highlight the intuitions that ambient noise – will therefore individuals have already developed. ETHOGRAM, the first instrument

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influence responses on all items to Unfortunately, whenever an the same extent. Each pair of items unanticipated relationship emerges, will thus be highly correlated. the implications remain tentative. Therefore, although the responses Whether or not this relationship will are contaminated by random error, apply to any other context cannot be Cronbach’s alpha will still be determined until the moderators of elevated. Admittedly, this this association are intuited. demonstration depends on the Furthermore, these moderators definition of random error, but the cannot be surmised until the basic premise applies regardless. mechanisms that mediate this association are uncovered. But, the Indices that measure validity – such techniques that are utilised to as correlation coefficients – are characterise these mediators are even more tenuous. To illustrate, also suspect. consider a researcher who needs to establish whether or not Specifically, suppose the extraversion promotes productivity. relationship between extraversion To investigate this issue, employees and productivity diminishes – but complete a scale that measures does not vanish altogether – when Dr Simon Moss is a lecturer at their level of extraversion, through self-esteem is controlled. This Monash University and items such as “During meetings, I outcome is entirely uninformative. published in the fields of often express my opinions”. In To illustrate, suppose self-esteem is attention and cognition, quality addition, supervisors complete a correlated with extraversion but not management, human scale that gauges the productivity of productivity. When self-esteem is resources, and organisational these employees using items such controlled, the variance in psychology. He is also a as “This employee fulfils his or her extraversion abates. As a director of Zenith Professional responsibilities.” consequence, the association Development, a company that between extraversion and provides a unique system of Whenever the anticipated productivity will tend to diminish, management assessment and relationship emerges, the even if self-esteem does not training. implications are always tenuous. mediate this relationship. For example, consider some supervisors who assume that On the other hand, suppose the extraversion fosters productivity. relationship between extraversion This assumption will distort the and productivity vanishes altogether responses of these supervisors. when self-esteem is controlled. The supervisors could unwittingly Unfortunately, researchers are assume that, “Jack must fulfil his unable to reveal definitively that two responsibilities because he often variables are no longer related. expresses his feelings”. Likewise, Nobody has developed a statistical supervisors could presume that, “Jill technique that can discriminate must not fulfil her responsibilities between a bona fide absence of any because she seldom expresses her association and a minute, feelings.” undetectable relationship. As a consequence of this distortion, In short, psychologists need to extraversion will correlate with derive their advice and guidance productivity. Indeed, a variety of from scientific findings that similar mechanisms, such as contradict prevalent assumptions priming, could manufacture a and beliefs. On the other hand, correlation between these two psychologists should not accept measures. In other words, this every empirical discovery without correlation might be as genuine as a caution. Sophisticated techniques sale at Peter Jackson’s. often mask oversights rather than promote insights. TOP Vol.1 No.1 July 2004 18

Announcement: An international networking opportunity for I-O Psychologists

Anna Sundt

As The Organisational Psychologist keen to receive suggestions, from moves to achieve Australia wide APS and BPS members alike, on coverage, it seems fitting to consider how best to shape this role in order how psychologists around the world to deliver learning and networking can work more closely with one opportunities that promote the another. And as a UK trained continued professional development psychologist now working in Sydney of I-O psychologists everywhere. I have been asking myself how best to continue my professional Many thanks! Anna development. My first dilemma Anna Sundt being: which society should I be a Consultant member of – the APS or the British Maximus International Psychological Society (BPS)? Answer: be a member of both. The Email: [email protected] second dilemma: How to retain links Tel: +61 2 9698 2555 with “home”? Answer: Volunteer to be a committee member of the BPS and represent UK psychologists training overseas. Dilemma number 3: How to communicate and build a D E S I G N E D community of BPS members | | | | | | | | | abroad? Answer: take a first step I N T E R V E N T I O N S and contribute to a regular article in | | | | | | | | | | | | | | TOP. P T Y L T D What will be the aim of these Supervision for individuals & pairs 1. To build a network of BPS members in Australia (and Supervision for Org. Psych. Reg. or ongoing professional beyond) and keep these people development. Consulting practice business mentoring. up to date with policies, Fees negotiable. Kew location. procedures and professional development guidelines. Consulting skills workshops for consulting psychologists

2. To regularly communicate and publicise psychological research Workshops organised for groups of experienced or training and innovation developments in organisational psychologists and psychologists working with the UK to an international organisations. audience. Experiential, real work focused, using the leader’s 3. To establish a support system for and participants real case examples and experiences. BPS members training to become chartered outside of the Experienced Organisational Psychologist with 8 years independent UK. consulting experience. National Business Award winner.

Where to from here? Joanne Fitzgerald B.Sc(Hons) M.App.Psych. MAPS MAISA AFAIM First of all, if you are a BPS Organisational Psychologist & Socio-Analyst psychologist in training and would be interested in joining an 03 9852 7771 or [email protected] international network, please feel free to contact me. I would also be TOP Vol.1 No.1 July 2004 19

Vic PD event review: psychometric tools in organisational psychology

Walter Giusti

The delivery of psychometric reasoning that was designed for Nick highlighted SHL's R&D effort in tools for use by organisational recruitment and selection for a recent years, pointing out that they psychologists was the topic of variety of occupations as well as for were focusing on the integration of the last Victorian COP PD Event use in educational and vocational their current capacities rather than for 2003. counselling. The test came in two on the development of new tools. test forms - Professional and The event, held at Melbourne About three years ago, Professor General. She then highlighted the University last October, included Dave Bartram, then head of the test’s strengths, reliability and presentations by four commercial International Test Commission, and validity that were maintained by speakers representing organisations a very significant figure in the world ACER’s ongoing process of item that develop, research or distribute of psychometrics, became SHL's revision and upgrading. psychometric tests in Australia – research director, Nick said. At that Rebecca Wigg from the Australian Rebecca then moved on to discuss time SHL had over a hundred Council for Educational Research ACER’s People Mapper, an psychometric assessment tools that (ACER), Nick Carter from SHL, occupational personality instrument measured ability styles and Gavin Didsbury from Coyne that provided “an assessment of an motivation interest in an Disdsbury PDI and Margo individual’s most likely behaviour in occupational setting. So the Costanza form TestGrid - followed work situations”, with an emphasis challenge for SHL, as Bartram saw by a panel discussion by four on their conflict mode. Significantly, it, was to develop a standardised, experts with diverse practical the test addressed five different consistent and valid method for experience on the topic. conflict handling modes, such as mapping these assessment tools to The event was convened by Bill whether people were inclined to competencies. repeat, collaborate, compromise, Moore (COP PD Events As a result, an international R&D avoid or accommodate. Coordinator) who said that “a proper team was set up to run the SHL understanding of the use of Clients have found this test to be Competency Project with the aim of psychological and psychometric effective for identifying conflict- developing a single overarching testing in the work environment handling modes in the workplace, framework for integrating SHL's should be a key competency for I-O and useful in areas such as sales diverse product range as well as psychologists”, and that “our training, identifying ways of dealing new and more consistent effectiveness, and the opinion of with customers, closing deals, and competency based approaches. significant leaders of our profession, different ways of meeting customers' The Project’s approach to is dependent on how well we use needs, she said. the tests”. competency potential was Readers interested in finding out comprehensive, Nick said. As well more about these tests can visit as addressing individual attributes General Ability Testing ACER online at: that produce desirable behaviours in http://www.acer.edu.au/ the workplace - such as abilities, The first speaker was Rebecca personality, motivations, interest, Wigg from ACER, a company whose style and values - it included core competency lies in publishing Towards an Integrated aspects of competency, such as and distributing tests in the area of Competency Framework knowledge and skill, that many general ability assessments in psychometric assessment tools The second speaker was Nick education, human resources and didn’t measure in the workplace. Carter form SHL, an international psychology. Her presentation company that provides occupational focused on two of these tests - The result was a “three tiered assessment and development tools ACER Select and People Mapper. competency model made up of eight that address the strategic human factors, 20 competencies or Rebecca introduced ACER Select resource needs of organisations. dimensions, and 112 competency as a test of verbal and numerical components, where each was

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defined in terms of everyday talk focused on a number of using psychologists, “these are two descriptions, positive and negative commercial issues relating to test different and equally legitimate behavioural indicators and development and test usage, as well models”, he said. prediction equations that had been as business opportunities for I-O Regarding the later, Gavin gave the empirically validated”, he said. psychologists. example of a Microsoft IT employee “This is not a perfect model”, he The success of companies such as in the US who developed a cautioned, “because there are no Microsoft, Nike and Cadbury- psychological test over the internet perfect models out there, but this is Schweppes was used by Gavin to in only one and a half months - a very solid model - it’s a very clever illustrate the power of intellectual “when you compare that to the way of integrating not just the range property to create wealth. 16PF, CPI and the rich tradition of of established work competencies Organisational psychologists were psychological test development, it on the one hand, and competencies particularly well positioned to assist challenges your ideas about the potentials on the other, but also well business harbour, contain, manage internet and its impact on our established psychological constructs and deploy the intellectual property profession”, he said. and the range of tools that we offer”. within people to effectively build On the other hand, Peter Saville SHL’s validity measures for this wealth, and “there was a very large built a company, Saville Holdsworth model involved 29 studies in 15 market out there for these skills”, he Limited (SHL), on his postgraduate countries, and a sample of 4861 said. research that made the 16 PF a participants. Gavin also used examples of more relevant instrument to Nick concluded his talk by outlining companies that failed because they applications in specific work work on the SHL horizon that did not properly address the applications. And, in the mid-90’s included better ways to customise intellectual capital, knowledge, skills that company bought out a web- and deliver competency based and people side of the business. He based company to accelerate reporting, and the development of then illustrated the value of development of its tests. “That's a an automated generation of identifying the personality and wonderful story in terms of standardised modular instruments cognitive factors that enable endeavour, and how far you can go for the customisation of applications- individuals to excel in their as psychologists”, Gavin said. specific tools. This would enable occupation using the example of Another promising area of internet users to choose the scales or sports management; “the capacity to testing, Gavin suggested, was combination of scales that they effectively measure these will make “screening for assessment”, which wanted to measure in their a difference to recruiting was the development of testing applications, he said. organisations”, he said, “because procedures capable of providing selection of sports people is More information on this subject can hard and fast profiles of individual basically a risk management idea, be obtained by visiting the SHL abilities and competencies. This was with very heavy financial website at http://www.shl.com/shl/au a practical alternative to developing consequences for making a bad a test the standard way, which decision”. normally required a huge investment Organisational Gavin then went on to talk about in time and resources to achieve a Psychologists as online testing, a burgeoning new level of accuracy and detail that area that had not yet been fully many organisational clients simply Entrepreneurs conceptualised but one that he did not need. believed would open the profession Gavin Didsbury, introduced his talk Psych Press had recently developed of I-O psychology out to an with an outline of how his company such a test, known as the Emotional international market. On the Coyne Didsbury PDI was formed by Reasoning Questionnaire (ERQ), question of whether the emphasis a merger between an Australian that sits on the internet, has an was going to be psychologists based human resource consultancy international audience, is in the utilising IT to extend their and an international developer of process of being internationally psychological tests. His profession, or the IT profession

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normed, as well as scored on an Margot also suggested that the expert consensus group of power of the internet could be practicing psychologists, he said. harnessed to better identify or deter fraud and cheating where it was Readers can visit Coyne Didsbury most likely to occur. One way was to PDI on the web at: provide a richer number of items in www.coynedidsburypdi.com.au order to reduce the likelihood that or complete Psych Press’s recently anyone repeating the tests received published ERQ at: the same set of questions. www.careeringahead.com.au/erq So what was TestGrid doing in 2004? Margot outlined a number of The Challenge of the projects that they were running this Information Society year, including the commissioning of an online Job Set Suite that looked Margot Costanza from TestGrid at simple screening products to help introduced her talk by suggesting identify relevant skills in the office that “faster, cheaper, better” was the labour market, as well as the challenge of the information society, provision of a self reporting and then went on to introduce emotional intelligence test online. TestGrid, a company that was established in 1998 as a joint For more information readers can venture between Hubbub and ACER find TestGrid online at: to develop online assessment www.coynedidsburypdi.com.au centre, adding that that TestGrid was a significant distributor of psychological tests rather than a Panel Discussion: developer of such tests. Applying Psychometric Margot suggested that the HR Tools market drove the recent surge in interest in psychometric assessments, and that fifty percent The final part of the PD program of small providers in the last twelve involved the presentation of two months had tests electronically case studies and a panel discussion enabled for online usage. Two thirds on applied issues in the use of of TestGrids clients were psychometric tools. This was psychologists who applied the tests convened by Ian Kendall, of in a supervised environment, she KendallWant Associates, and said, although tests were included: Martin Boult, Seniour increasingly taken in an Consultant with the OSA group; unsupervised, or “self-supervised” Damian Cochett, Head of environment. Assessment at the ANZ group; Marion Power, Seniour Consulting She then went on to talk about their Psychologist at ACER, and; Paul online testing facilities, and some of Power, Associate Director of the the ethical and legal issues Hay Group. associated with the use of such tests – “when the rubber hits the Martin Boult, an accredited road, cheating is what everybody emotional intelligence trainer and asks me about”, she said. expert in assessment and development centres, presented a She believed the incidence of case study on Explosive identity fraud, collaboration, or the Personalities which looked at the use of aids that were disallowed by application of psychometric and the testing procedure, such as assessment methodologies for the dictionaries or encyclopaedias, to be selection of Victorian Police Bomb low. Although we would be naïve to Response Officers. And, Damian suggest that no cheating at all Cochett drew from his extensive occured, Testgrids own experience in personnel assessment investigations, as well as the in the banking industry to speak on evidence in general, suggested that the subject of What Makes Good it was not a significant problem, she Assessments. said.

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Careers fair 2003 review: professional commercial development for organisational psychologists

Kirsten Syme

The Annual Victorian COP Career Fair was held in Setting the scene for effective networking during the August last year at the Victoria Hotel, Melbourne. The second half of the evening, our guest speaker Dr, Denis function was attended by organisational Kiellerup, CEO of One Plus One International opened psychologists, HR practitioners and postgraduate the Careers Fair with a presentation on Professional students contemplating careers in organisational Commercial Development for Organisational psychology. Psychologists. As with previous years, information booths were a key component of the COP Careers Fair. Companies in the field of I-O Psychology and HR Consulting provided students with the opportunity to identify their areas of Who? What? interest, connect their studies to practice and network People Marketing with colleagues and potential employers. The Management representing companies and organisations - OSA Group, TMP/Hudson Global Human Resources, Kendall Want Associates, SHL and the Australian Army - highlighted 168 the diverse knowledge and skills I-O Psychologists have to offer. How Much? How? Financial 1. To what extent am I interested? And in what Operations Management am I interested? 2. To what extent am I interesting? And about what? Committed to entrepreneurship, innovation, creativity 3. What do I know? What fascinates me? What and wealth creation Denis has enabled many value can I add to what I know? individuals and enterprises to make the necessary 4. What skills do I have and can I demonstrate paradigm shifts to capitalize on their personal and them? business opportunities. He has held lecturing positions and consults in the areas of management, organisation 5. What am I offering? Knowledge, skills? and enterprise development. 6. Who will pay me? 7. How will I find someone to pay me (a Denis began his talk by presenting a small rock. He then went on to discuss the Sydney Harbour Bridge and “customer”)? Big Brother Winner, Regina Bird. What was the 8. How will the right “customer” find me? significance of such discussion, where was it heading 9. What’s my sustainable competitive advantage and what was the connection to careers in I-O (SCA)? What is different not necessarily Psychology? better than others? The rationale behind the discussion, Denis went on to 10.How will I know my “customers” are happy reveal, was to consider the perceived and potential with what I do? Am I connecting? value of whatever passes your way. The rock, taken from the site where the Mingary of St Michael’s church 11.What is my attitude towards time and work? now resides, while of little value to many, is of value to 12.What are my ethics? Denis as a metaphor for a place of ‘quiet and peace’. 13.How committed am I towards proper The Sydney Harbour Bridge has value as a commercial professional practice? venture in the form of the ‘Bridge Walk’, but only to 14.How do I handle pressure? those who were game enough to see it and then do something about it. And Regina’s value? Perhaps it is 15.How do I handle success? the value she added to Fish and Chips in Hobart. They

are all of value – but are you interested in them?

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NSW PD review: Denis challenged us to consider that a service, item or product’s value is not always explicit. As Psychologists our ability to be effective and successful in our career requires an interest in searching for the commercial or Key Factors in the ‘value add’ of psychology as a service. It requires analysis of what you as a practitioner of psychology and Selection of Executives your services hold of value to others. He posed some questions to ask ourselves when considering the Who?, Gina McCredie (NSW COP Chair) What? How? and How Much? of our business.

In summary, Denis went on to emphasis the importance More than fifty people attended the APS's College of of psychologists seeing what they do as a commercial Organisational Psychologists presentation held on business. To be successful, it is not enough to be skilled the 25th of February 2004. What lured them out on a and knowledgeable in the theory of I-O Psychology but rare cold and wet February evening? Not just the two one must analyse the value of the services they have to PD points that the monthly meetings attract, but Dr offer. Denis’s formula towards business success is: Bruce Watt and David Tessmann-Keys (DDI Business = X G/S $
P International) promise of exploring the key factors involved in the selection of executives. (business equals the exchange of goods & services for money leads to profit) The speakers shared with the audience their thoughts Success as a Psychologist relies on being able to search and experiences on the subtle differences between for and build ‘connections’ and maintain a balance selection techniques for executives, compared with more between being ‘interested’ and ‘interesting’. Using his junior employees (ie. everyone else in an organisation). code for time and urgency 168 (the number of hours in a week), he encourages those he mentors to always: Bruce and David spoke about a wide range of factors that make this selection situation unique, but concentrated our TITE Tune Into The Environment attention on what they call the ‘transitional challenges’ - aintain an pen ind the gap between an applicant's past experience and the MOM M O M requirements of the new role. KSV Keep Searching for Variables TBV Trust But Verify How this transitional challenge is approached by the assessors is one of the key factors; whether consultant or internal assessors are used, the ability to probe into a The COP Chair, Simon-Brown Greaves, thanked Denis wider range of issues is even more important when for his inspiring and thought provoking presentation and assessing executives. opened the next section of the evening by introducing and welcoming the sponsoring companies and information They made the point that discipline is more, rather than booth holders. less, necessary with executive selection, so another emphasis is on how the data is collected.

Speaking to a group that included ‘some of the best in the business’ of recruitment and selection, we heard some of DDI's own language - they take a ‘toe to toe’ approach to interviewing executives, and heaven help the ‘bang-bang questioning’ victims! But then, resilience is probably a key competency of most executive roles. They describe their executive interviewing style as unique, provocative, and non-transparent.

The College of Organisational Psychologists (NSW Branch) meet most months at Angel Place, 123 Pitt Street, Sydney with a special guest speaker on a topic of interest to members. The last meeting was on Wednesday 17th March with Fiona Brown of Chandler Macleod who discussed a wide range of issues to do with online assessment. Phone Kylie Harrison on 8267 4924 or [email protected] for more information on future meetings.

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Companies and organisations at the COP (Vic) careers fair 2003

provide a wide range of specialised Hudson Global Resources recruitment services and human resource consulting services, and has been doing so for 19 years. Hudson Highland Group Inc has 3,700 employees in 29 countries across four continents. In Australia, Hudson Global Resources has over 1,100 employees and offices in all capital Kendall Want Associates (KWA) are Melbourne-based specialists in cities (except Hobart) and many regional locations. Hudson Human the area of psychometric testing at graduate, professional and Capital Solutions’ specialist human resource consultancy practice offers managerial levels. Whilst providing standard psychological assessment quality, professional advice on how to manage, retain and develop services, KWA offers a range of related services which differentiate people at all stages of their careers. Hudson Human Capital Solutions them from many other practitioners. These include: test construction, provides advice across seven key areas: Organisational Effectiveness; validation and norming; critical reviews and evaluations of tests; and Talent Development; Rewards & Performance Management; Career independent advice on the choice and usage of tests from all Management/Outplacement; Re-integration; Education & Training; and commercial distributors. KWA combines scientific rigour with practical Learning Solutions. commercial needs to provide solutions with the highest level of accuracy and fit.

Test Grid (Aust) Pty Ltd has an online centre that manages The Australian Defence Force (ADF) is one of the largest employers of recruitment, assessment and development in one seamless process. organisational psychologists in this country. However, because military The Assessment and Development Centre contains tools from some of psychology is a microcosm of all psychology disciplines, psychologists Australia’s best known providers of psychometric instruments, including in the Australian Army Psychology Corps and the Department of the suite of ACER tests, the 16PF and the NEO Personality Type Defence Psychology Organisation develop a broad skills base ranging Inventory. For further information ring Margot Costanzo on 03 9856 from training, leadership, human factors, team effectiveness, stress 2649, or visit Test Grid at www.testgrid.com management, personnel selection and classification, clinical counselling services, and research. For further information on ADF psychology contact Robin Whalley on (03)9282 7858.

SHL provides worldwide assessment and development solutions to address clients’ strategic people challenges. Operating in 40 countries and more than 30 languages, the SHL Group devises innovative Since the ’s inception in 1993, it has grown to become a OSA Group approaches to help organisations from all sectors of the world economy major provider of quality consulting services to over 400 leading gain competitive advantage through the more effective use of their organisations throughout Australia. With offices throughout Australia human resources. SHL publishes over 200 highly reliable and validated and a global network of strategic alliances, the OSA Group has the occupational assessment tools. For further information visit SHL at capacity to work with SME’s through to multinationals. www.shlgroup.com

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Mentoring and networking dinner review: the challenges of staff assessment and selection for a global mining company

Helene Strawbridge

The Victorian COP mentoring Peter was able over time to reduce required a respectful yet dinners aim to provide an interactive the turnaround time to two and a authoritative approach to achieve forum for discussing a wide range of half days with the test publishers the desired outcomes. For Peter, professional issues in an informal who had a base in Indonesia, while these outcomes comprised the use and enjoyable environment. For the building local norms for both the of selection testing for accurate last dinner in October of 2003, our Indonesian and local Papuan prediction of how candidates would speaker was Peter Davidson who workforces. Structuring local norms perform in a complex organisation presented an informative and involved the adoption of fairness in (over 300 job descriptions) in a very entertaining address. Peter is a both the (translated from English) challenging environment. director of Value Edge with many language and assessment tasks and Peter evoked many questions and years experience in the field of selection and recruitment for also a focus on cultural fairness observations from the attendees, complex organisations and across the local populations. And, of which resulted in a lively exchange course, consideration about test of ideas and solutions. Later many environments. His presentation focussed on the role of the performance at those altitudes was commented positively on the dinner; practising psychologist in meeting also taken into account! Rewriting 'What a fascinating and interesting the needs of clients in a professional the tests into the local Bahasa person Peter is. I could have sat language for Indonesian staff was a there for quite some time listening to manner. subsequent challenge but with the his stories and the challenges he Peter spoke about and illustrated take up of Indonesian psychologists works with. I love hearing about far (with fabulous photos) his current into the team the challenge was met flung places', one attendee said. major program, that of staff and the translated tests proved The William Angliss Institute selection, assessment and effective and reliable. Restaurant dinner began with an development for a global mining company in Indonesia. Peter During the implementation of the appetiser, continued with an responded to the initial brief new and improved tests and excellent choice of three courses invitation to ‘come and speak to our processes, Peter was challenged to from hand made tortellini cases to Vice-Presidents’ via a 24-hour travel ensure that the reasons for testing mouth-watering desserts, including itinerary to a site in Papua at 8,000 were relevant for the entire a delicious chocolate tart, and metres altitude. Further meetings at workforce. Talking about the risks of finished with a refreshing fruit taster hiring or promoting candidates as and pastries to accompany coffee. other sites at altitudes of 12,000 and predicted by the test results made 14,000 required a concentration of More mentoring and networking sense to decision makers. In one mind and a determination to build events for students and other newly case a particularly successful his fitness at the local gym during qualified psychologists are planned manager was to be promoted but his time there. Since that first for this year. We look forward to the testing predicted that he would meeting Peter has spent extensive seeing you in 2004. time at the mine, sometimes for four not be successful. Peter weeks at a time, sometimes for a recommended that the candidate be For information on forthcoming COP week a month. put in a strategic role for six months mentoring events contact: so that his performance in a senior The initial client meeting was a role with no staff could be observed. success and Peter quickly After that time the Executive Team Helene Strawbridge proceeded to identify and solve the supported the test findings that the Mentoring Dinner Coordinator challenges in the selection program. manager would not succeed in more COP (Vic) Committee The first challenge involved the slow senior roles. Email: [email protected] turnaround in testing and results (around 21 days), as well as the lack The ability of the psychologist to communicate with his clients of accurate findings in these results. TOP Vol.1 No.1 July 2004 26

Book reviews

Giuliani on leadership challenges as the excessive bureaucracy in an organisation, By Chris Platania-Phung unmet child protection needs, or traffic problems in the city, Giuliani describes the range of possible “Those who are careful, fair, and solutions that were considered by conservative - those of a moderate his administration, and how the final temperament - are not keen; they strategy was carried out. lack a certain sort of quick active boldness. The courageous on the In terms of instigating change, most other hand are far less just and notable during Giuliani’s tenure as cautious, but they are excellent at Mayor was his aggressive move to getting things done. A community merge the Transit Police and can never function well … unless Housing Police so that they be both of these are present and subsumed under the NYPD. This active.” – Plato, The Statesman integration of forces - combined with the implementation of a communication and accountability Many would consider Rudi Giuliani – process called ‘Compstat’ - is from the senate race against Hilary the former Republican NY Mayor - Giuliani’s claim to the incredible Clinton. Giuliani also describes his as the contemporary version of reduction in overall crime by 57 per love for learning and debate, and Plato’s courageous and decisive cent between 1993 and 2001, influences on his thinking - including individual. Before September 11, including a 75 per cent drop in past leaders, such as Winston Giuliani was despised by many for shootings. Churchill. his bullish and rigid style of Leadership puts forward various governing. But could a leader There are some features to strategies for improving characterised by anything other than Leadership that many Australian organisational effectiveness, such Plato’s courageous extreme have as ways to balance an readers will not find appealing, lead, so effectively, a city once particularly his rather exhaustive organisation’s long-term plans with considered ungovernable? Giuliani reference of work colleagues. And, attention to immediate crises. In puts the remarkable transformation the continual reference to the NY particular, the author stresses the of New York during his two terms as Yankees will be excruciating for effectiveness of daily morning Mayor down to the principles readers not interested in American meetings to optimise communication espoused in his best-selling book- League Football. between department heads. Other Leadership. Underlying the entire defining features of Giulianism Many interpret Giuliani’s heroic and book is Giuliani’s belief that lack of include a focus on accountability, measured response to 9/11 as decisiveness on his part would have the exhaustive detail he put into showing a new side to him - a fresh equated with continued chaos in preparing and making decisions, leadership style - that was basically New York. and strategies for using media to get untapped, while others see it as a In the preface of Leadership Giuliani a strong message across to the complete change in his character says that he “tried to run the city like public. towards empathy and warm- a business”. The book is introduced heartedness. Giuliani, however, In keeping with Giuliani’s emphasis as his “self-imposed program on sees his response as the natural on accountability, included in the how to run an organization”. It is outcome of the very same principles appendices is an outcome-based then, with a mixture of he had exercised before that portfolio of his administration’s autobiography and instruction that traumatic day, including his prior achievements, especially successes Giuliani recounts his time as in crime reduction, but also worthy experience in emergencies and the Associate Attorney General (US improvements to the city’s economy comprehensive preparation of the Department of Justice), US Attorney city’s emergency services under the and social welfare system. (Southern District of New York), and Office of Emergency Management. Mayor of New York, as well as his The principles throughout the book In this way, rather than evoking a experiences during 9/11. take form in Giuliani’s exemplary change in his leadership style or self response to the events of make-up, 9/11 simply brought out In many ways Giuliani’s book is September 11. It is in these stories ‘the best in the man’. typical of the leadership genre, that we experience, perhaps, the providing principles such as In any case, it is clear that for most more authentic side to Giuliani, as ‘develop and communicate strong well as his rather detailed reflections people, Giuliani’s value as a leader beliefs’, followed by anecdotes and and role model rose dramatically on his battle with prostrate cancer illustrations. Drawing on such following September 11. His and eventual decision to withdraw

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Anthony Grant’s Topics covered in the book include models of change, the difficulty of attendance to almost 200 wakes, coach yourself change, effective and ineffective funerals and ceremonies techniques for achieving positive demonstrates Giuliani’s great by Maqsoud Kruse change, and the costs and benefits commitment to New Yorkers. involved in the change process. Finally we return to Plato who in The The reader is asked - What do you Statesman suggests that an really want? What motivates you to effective and healthy community (vis change? In the process of a vis organisation) requires diversity, answering these questions, an including both the decisive and fair. emphasis is made on constructing In Leadership, there is a strong solutions rather than deconstructing sense that Giuliani attempts to problems, and providing approaches conjure both ‘types’ of individual in to “staying on track” towards himself. Fairness, for Giuliani, was change. The GROW model is that he insisted that people could introduced, which is about looking at approach him directly to have a say your Goals, Reality, Options, and on an issue, that he would always Wrap-up. And, in the final chapter, be open to new ideas. However, this the following principles are given: (1) is at odds with him being generally make the implicit explicit - examine regarded by many as hard to and question the assumptions we approach, partly because of his hot- make about our lives and ourselves; headed temper. Similarly we see a “Coaching doesn’t really work, it’s all (2) keep it simple; (3) do the least comical contradiction between his about making money out of people!” work to make the greatest change; reputation as a bully, and his own - this is what some of my colleagues (4) focus on solutions not problems; principle in Leadership to ‘stand up say whenever we talk about what (5) don’t try to solve the unsolvable; to bullies’ (Moses, 2002). Ultimately works and what doesn’t work in the people are functional not Giuliani sees himself as a ‘tough world of personal development and dysfunctional; (6) people have the gentleman’ rather than a bully! personal change. Indeed, the market for personal development abilities to reach tier goals, despite In all, I find Leadership is not as and change programmes - live the fact that they may not engaging for its lessons on the seminars, books, audio cassettes acknowledge these in themselves. principles of leadership as for its and video tapes - reflects a rapid (Grant and Green, 2001) account of the challenges and growth in what Starker (1990, 187) While this book is designed to be an experiences of governing such a calls a “fast food version of easy read, it is firmly grounded in massive city as New York. psychotherapy”! And despite its evidence-based coaching - unlike Since his term as Mayor, Giuliani growth, it is as, Grant (2001) argues, most coaching books, it presents has founded a consulting firm not without problems. where appropriate, technical (Giuliani Partners), has gone on As someone interested in the field of demonstrations together with tours giving talks, and was the personal development and change, I empirical evidence for the subject of a film last year. The more wanted to know if there was a techniques and their source. Also, serious matters of where, when and coaching approach that could help every chapter is followed with tasks in what capacity he will return to people reach their personal and that help readers to further develop public office, will be a fascinating professional change goals that was their understanding of the development to follow in the coming grounded in science. Then I information presented in a practical months. discovered Grant and Greene’s and realistic manner. inspiring book Coach Yourself: References This is a book for anyone interested Make Real Change in Your Life in achieving personal development Giuliani, R. (2002). Leadership. London: (2001), an evidence based and personal change. But because it Little, Brown. approach to the practice of Moses, P. (2002). Bully in the pulpit. represents a valuable evidence Commonweal, December 20. coaching. based reference to the practice of Plato. The Statesman. The book’s twelve chapters coaching, it is a book that every represent a step by step journey “coach” should have. towards the mastery of self- References coaching, where the authors seek to empower readers to take the Grant, A. M. (2001). Grounded in Science or initiative to be in charge of their own Based on Hype? An Analysis of Neuro- Associative Conditioning. Australian life (ie. to be his or her own coach). Psychologist. Vol. 36, No. 3, 232-238. They begin by discussing the Grant, Anthony M. & Greene, J. (2001). common fear of change, and the Coach yourself: make real change in your how and why of change, a central life. London, Person Education Limited.. Starker, S. (1990). Self-help books: concept in the practice of coaching. Ubiquitous agents of health care. Medical Psychotherapy: An International Journal. 3, 187-194. 28 TOP Vol.1 No.1 July 2004