Different Coaching for Different
Organizational Cultures?
Ethical Consent to Participate
This study is being conducted under the direction of Jim Gavin, PhD, MCC at Concordia
University in Montreal. It has been approved by the university’s human research ethics
committee. Participation is voluntary and completely anonymous.
You will be asked to rate the benefits of different coaching types in different organizational
cultures. It should take 20-25 minutes. You may quit at any time and clear your survey
responses. Your answers will be summed with all other responses. We have included some
background questions on the final page of the questionnaire for statistical analyses.
We intend to publish our findings in professional coaching journals. Your participation will
help us offer important insights to the profession.
If you have any questions, you may contact Professor Gavin at: Jim Gavin PhD, MCC,
Professor of Applied Human Sciences, Concordia University, 7141 Sherbrooke Street West VE329.02,
Montreal, Quebec H4B 1R6, (514) 848-2424 x 2272, james.gavin@concordia.ca
By clicking the "Next" button, you are agreeing to
participate in this study
Instructions for the Survey
Please read the definitions below before beginning:
TYPES OF ORGANIZATIONAL
CULTURE
CLAN ADHOCRACY
Orientation:
COLLABORATE
Leader: facilitators &
mentors
Values: commitment,
consensus and
development
Get results by: human
development and
participation
Orientation: CREATE
Leader: entrepreneurs &
visionaries
Values: innovation,
transformation, agility
Get results by: innovation,
vision and fluid structures,
freedom
HIERARCHY MARKET
Orientation: CONTROL
Leader: monitors &
organizers
Values: efficiency,
uniformity, formality,
control
Get results by: stability,
control, structure and
efficiency
Orientation: COMPETE
Leader: hard drivers &
competitors
Values: competition, market
share, profit
Get results by: risk taking &
aggressive competition
TYPES OF COACHING
LEADERSHIP PERFORMANCE
Focus: Leadership
development
Goal: Client Increases leader
competencies for present or
future roles
Tools: 360 feedback,
psychometric tests
Focus: Performance
improvement
Goal: Client addresses
present or potential
performance concerns
Tools: Performance
indicators & feedback
LIFE/PERSONAL 3rd
GENERATION
Focus: Personal
development
Goal: Client attains
personally desired outcomes
or objectives
Tools: Life reviews, values
assessments, goals, visioning,
support systems
Focus: Personal values and
identity
Goal: Client explores values,
identity, meaning, and
career/life directions.
Tools: Dialogue to generate
reflection on meaning,
identity, values, aspirations
TYPES OF BENEFIT
ROI PERSONAL
What is the organization’s
return on investment for
coaching?
How much do employees’
grow, develop and achieve
personal goals?
ALIGNMENT ADAPTATION
How aligned are
employees with the
organization’s
expectations?
Does the organization’s
capacity to adapt and
innovate improve?