MANAGERIAL COACHING:

A CONCEPT ANALYSIS

Presented by

Romiko (575060118-8)

Faculty of Nursing Khon Kaen

University
 INTRODUCTION
Enhancing leadership knowledge and skills in strategic thinking, policy-making, global development,
financial management and in building sustainable programmes and partnerships makes a difference in
leadership capacity. "New knowledge gained from a global perspective can help nurse leaders to
influence changes needed to positively impact health systems, population health, patient outcomes and
the nursing profession nationally and globally (International Council of Nurses, 2014).

In rapid change in the nature of work, technological advances and global competition, organizations have
recognized the need for a different leadership approach to retain and develop their employees. As a
result, managerial coaching has gained considerable attention in recent years as a new way of
leadership in organizations, (Park, Yang, & McLean, 2008).

Several studies have addressed the potential outcomes of managerial coaching related to motivating,
developing, and retaining employees in organizations (Evered & Selman, 1989; Orth, Wilkinson, &
Benfari, 1987; Stowell, 1988 into (Park, Yang, & McLean, 2008).

Managerial coaching in nursing is important because providing support for staff nurse career
development was found to be essential to both job satisfaction and retention of staff nurses (Batson &
Yoder, 2012).

A specific dynamic relationship between the nurse manager and staff nurse intended to improve skills
and knowledge as they relate to expected job performance and job improvment is mentioned as
managerial coaching in nursing (Batson & Yoder, 2012).
 Phenomena Ministry of Health

National Issue: National Health Insurance Global Issue: World Class Hospital

Nursing Services Hospital Government

Indonesian Nursing Strategies in
Prepareness toward National Health Concern in
Acheving World Class Hospital
Insurance Nursing

PROBLEM
The Implementation of Nursing Services still
running less than optimal Hospital and has
not reached the expected good quality in
primary health care and referral (General
Director of Health, 2013).
DEMAND
Nursing staff must master competencies in
accordance with the expertise that has high
competitiveness (Director of Nursing
Services AND Medical Technician MOH)

POLICY
Issuance of Health Ministerial Regulation No. 49 year 2013 about the Committee on Development of
Nursing and Application Performance Management and Service Delivery System Professional Nursing in
Hospital is the answer to improve the professionalism of nursing services in the success of the National
Health Insurance Scheme to achieve "World Class Hospital .

Nursing Committee has the responsibility to improve the professionalism of nurses who work
in hospitals: Managerial coaching is a different leadership approach and a different
leadership capacity to improve the skills, knowledge, and professionalism of nurses in
hospitals.
Concept Analysis

The rigorous process of bringing clarity to the

Definition denition of the concepts used in science
(McEwen & Wills, 2011)

Walker and Avant rst explicated the process of

concept analysis for nurses in 1983.

Concept analysis is useful to help clarify and

distinguish phenomena that may be related but
Uses separate, and to allow for better understanding
and more precise use in building theory
(Walker & Avant 2005).
 Managerial Coaching: A Concept Analysis

To clarify the meaning of managerial coaching,

to develop an operational definition of
Aim & managerial coaching.
Purpose
To distinguish between the defining attributes of
a concept and its irrelevants attributes.

Using the method described by Walker & Avant

(2005)

Walker & Avant (2005)

 Identify All Uses of The Concept

From dictionaries

Theoritical perspectives
Identify All
Uses of The Using in a variety of
Concept disciplines

From Other Closely

related concepts
 From dictionaries

Merriam Websters Online Dictionary: Coaching as to

train intensively as by instruction and demonstration
Business online Dictionary : Coaching as Extending
Coaching traditional training methods to include focus on (1) an
individual's needs and accomplishments, (2) close
observation, and (3) impartial and non-judgmental
feedback on performance

Merriam Websters Online Dictionary: managerial as

things that relating to the skill or process of controlling
and making decisions.
Business online Dictionary : Managerial as The ability to
Managerial make decisions and lead subordinates. Common skills
include: 1) human skills - the ability to interact and
motivate; 2) technical skills - the knowledge and
proficiency in the trade; and 3) conceptual skills - the
ability to understand concepts, develop ideas and
implement strategies.
Merriam Websters Online Dictionary & Business online Dictionary , 2014
 Based on Theoritical perspectives

Coaching is a vehicle to transport a client from where he is now in his life to

where he wants to be (Kennedy, 2009).
Coaching as: (1). The art of facilitating the performance, learning and
development of another; (2). Helping you do your best; (3). Unlocking a
Coaching persons potential to maximize their own performance (4). performing at your
best (Kennedy, 2009).

Managerial is a blend of art and science, a science in setting things right.

Perpetrators of science called the manager. A manager must master the
Managerial managerial sciences well (Armstrong, 2006).

Park (2007) defined Managerial coaching as a process of helping employees

develop themselves and become more effective. It is not just a one time event
or just one technique.
Managerial Managerial coaching is popularized as a way of motivating, developing and
Coaching retaining employees in organizations (Park, 2007).
 Using in a variety of disciplines
International Coaching Federation (ICF)
defines coaching as partnering with
clients in a thought-provoking and
creative process that inspires them to
maximize their personal and In Sport
professional potential, which is
particularly important in todays
uncertain and complex environment.
Managerial
In Education
Coaching
Coaching is not an evaluation
process. It is a supportive process
designed to assist and motivate those
who want to improve their teaching
skills, enhance their careers, and
better serve students (Barkley, 2010)
In Nursing
Developing high potential or
improving performance for business
leaders and managers through
coaching and skill development:
Leadership skills, Management
techniques, Communication skills,
Conflict management, and Self-
Awareness (Neiman Consulting,
2014)
In Bussiness
Management
As a specific dynamic relationship between the
nurse manager and staff nurse intended to
improve skills and knowledge as they relate to
expected job performance (Batson & Yoder,
2012).
From Other Closely related concepts
 Determinine The Defining Attributes

Based on Identify All Uses of The Concept, the critical attributes of the concept of
managerial coaching are:

Determinine The Defining Attributes

 Contructing A Model Case

Mrs. A is a nurse manager at the children's unit, that unit there are eight staff
nurses, one of whom was named Ms.B. (1) Mrs.A as managers are always
working to improve the ability of its staff and so close with the staff, therefore
Ms.B and the others staff respect the manager, because the manager is very
pay attention to them. (3) The day-to-day the nurse manager always interacted
and do discussion with her staff. (4) To develop the ability of its staff Mrs.A
always provide teaching, assisting, facilitating, partnering, supporting, guiding,
stimulating, and periodic training for his staff. (5) The nurse manager also
design a challenge every month, which is for staff who arrive on time and
showed excellent performance for a month it will be awarded in the form of
asterisks in his uniform and his picture on display in front of the nurse's office.
(2) The nurse manager always said to his staff that what we are doing together,
the main aim is to improve their knowledge, their skills, and their performance,
and to maximize their potential. (6) It all was oriented to the needs and
accomplishments to be achieved by the staff and the nurse manager always
emphasize to always responsible for what has been achieved. (7) As a nurse
manager, is not easy for Mr.A to perform all the tasks and jobs, she should
have competencies and skills for coaching and others, such as leadership skill,
technical skill, conceptual skill, communication ability, etc.
.
 Borderline Case

Mr. K is a nurse manager at the adult's unit, that unit there are eight
staff nurses, one of whom was named Mr.L. (1) Mrs.K as managers are
always working to improve the ability of its staff and so close with the
staff, therefore Mr.L and the others staff respect the manager, because
the manager is very pay attention to them. (3) Everyday the nurse
manager always interacted and do discussion with her staff. (4) Mrs.A
always provide teaching, assisting, facilitating, partnering, supporting,
guiding, stimulating, and periodic training to develop the ability of its
staff. (6) It all was oriented to the needs and accomplishments to be
achieved by the staff and the nurse manager always emphasize to
always responsible for what has been achieved. (7) As a nurse
manager, she should have competencies and skills for coaching and
others, such as leadership skill, technical skill, conceptual skill,
communication ability, etc.
 Contrary Case

Mrs. O is a nurse manager at the emergency's unit, that unit there are 12
staff nurses, one of whom was named Ms.P. In this unit all the nurses are
busy with their work, in this unit looks the same as most of the
emergency unit at large, crowded with patients and all the nurses were
busy serving patients, so it is not impossible for the nurse manager to
discuss his staff everyday. Mrs.O have not chance to perform her role as
manager like teaching, assisting, facilitating, partnering, supporting,
guiding, stimulating, and periodic training to develop the ability of its staff,
which is why in this unit the performance of nurse staff tend to decrease
moderately.
 Identifying Antecedents and Consequences
Antecedents
Antecedents are events or incidents that
must be present for the concept to happen
(Walker & Avant 2014).
The two primary antecedents for
managerial coaching are the manager
(coach) and employee.
Each person brings to the relationship a
set of beliefs, values, attitudes, knowledge
and skills that influence the relationship
(Batson & Yoder, 2012).
Consequences
Consequences are the outcomes
produced by occurrence of the concept.
Identification of consequences may be
helpful in determining relationships for
examination in research (Walker & Avant
2014).
Managerial coaching consequences are
identified relative to their influence at the
individual and organizational level.
Consequences are experienced differently
for the staff nurse/employee, nurse
manager/coach and organization (Batson
& Yoder, 2012).
 Identifying
Antecedents and
Consequences Defining attributes Consequences
A relationship between a coach Staff Nurse
and a coachee needs to be Growth
developed.
Increased self-efficacy
The ultimate purpose is to
improve a coachees knowledge, Increased sense of
skills, and performance, and to empowerment
Antecedents Professional work
maximize his/her potential.
Staff Nurse satisfaction
It is a dynamic process that needs
Age
a daily approach between a coach
Education and coachee. Manager
Experience A variety of methods are used for Greater ability to
Motivation coaching, such as teaching, delegate
Receptivity assisting, facilitating, partnering, Increased ability to
supporting, guiding, stimulating, balance work priorities
Nurse Manager so on. Attainment of
Age A coach uses not only science departmental goals
Education but also art to improve a Professional work
coachees performance. satisfaction
Coaching skill
It was oriented to the needs and
Positive intentt
accomplishments to be achieved Organization
by the coachee and how coachee Improved ability to
could be responsible for this
meet goals
achievement.
Improved quality
A coach need competencies and
outcomes
skills for coaching, such as
leadership skill, Technical skill, Increased reputation as
conceptual skill, communication preferred workplace
ability, etc.
 Empirical Referents

In the case of managerial coaching, empirical referents are

measured by the presence of the defining attributes, goal
attainment and overall job satisfaction.
Yoder (2012) developed an instrument to measure managerial
coaching behaviours of first-line managers. The instrument was
tested in a study of 414 active duty military and civilian nurses and
was found to measure coaching behaviours, while being easy to
administer. Internal consistency was measured, resulting in a
Cronbachs alpha of 0.98 (Batson & Yoder, 2012).