Variations of a group coaching intervention to support early-career biomedical researchers in Grant proposal development: a pragmatic, four-arm, group-randomized trial

Background Funded grant proposals provide biomedical researchers with the resources needed to build their research programs, support trainees, and advance public health. Studies using National Institutes of Health (NIH) data have found that investigators from underrepresented groups in the biomedical workforce are awarded NIH research grants at disproportionately lower rates. Grant writing training initiatives are available, but there is a dearth of rigorous research to determine the effectiveness of such interventions and to discern their essential features. Methods This 2 × 2, unblinded, group-randomized study compares the effectiveness of variations of an NIH-focused, grant writing, group coaching intervention for biomedical postdoctoral fellows and early-career faculty. The key study outcomes are proposal submission rates and funding rates. Participants, drawn from across the United States, are enrolled as dyads with a self-selected scientific advisor in their content area, then placed into coaching groups led by senior NIH-funded investigators who are trained in the intervention’s coaching practices. Target enrollment is 72 coaching groups of 4–5 dyads each. Groups are randomized to one of four intervention arms that differ on two factors: [1] duration of coaching support (regular dose = 5 months of group coaching, versus extended dose = regular dose plus an additional 18 months of one-on-one coaching); and [2] mode of engaging scientific advisors with the regular dose group coaching process (unstructured versus structured engagement). Intervention variations were informed by programs previously offered by the NIH National Research Mentoring Network. Participant data are collected via written surveys (baseline and 6, 12, 18, and 24 months after start of the regular dose) and semi-structured interviews (end of regular dose and 24 months). Quantitative analyses will be intention-to-treat, using a 2-sided test of equality of the effects of each factor. An inductive, constant comparison analysis of interview transcripts will be used to identify contextual factors -- associated with individual participants, their engagement with the coaching intervention, and their institutional setting – that influence intervention effectiveness. Discussion Results of this study will provide an empirical basis for a readily translatable coaching approach to supporting the essential grant writing activities of faculty, fellows, and other research trainees, including those from underrepresented groups.

Humanistic Approach in Supervision and Evaluation of Islamic Religious Education

Supervision and evaluation of Islamic Religious Education teachers are still experiencing obstacles so that supervision is less effective. One of them is caused by the low level of cooperativeness of teachers in the supervision process due to teachers feeling more senior and less communicative. So it needs the right approach so that the monitoring process runs effectively. This study aims to analyze the humanistic approach in the supervision and evaluation of PAI teachers at SMP Pangandaran Regency. The method used is qualitative with a case study approach. For data collection using interview and documentation techniques. Data analysis using miles and hubarman model. As well as the validity test using the credibility test with the triangulation method. The results showed that the supervision and evaluation by supervisors of PAI teachers in Pangandaran district junior high schools was carried out by: 1) Observing performance through academic supervision 2) Intensive guidance 3) Personal and group coaching 4) Development, direction to improve performance and career development 5 ) The assessment is submitted in the form of an academic supervision report. Supervision with a humanistic approach is carried out by adhering to three principles: 1) Opportunity, providing opportunities for improvement, 2) self evaluation, identifying deficiencies and exploring self-potential so as to improve teacher performance. 3) Upgrading, directing and facilitating teachers to improve competence and understand the development of information and technology.

Iterative Design and Pilot Implementation of a Tiered Coaching Model to Support Socio-Emotional Teaching Practices

We used an iterative process to design the Tiered Coaching Model (TCM) to support preschool teachers’ implementation of the Pyramid Model. In the TCM, teachers are matched to one of three coaching tiers based on their observed classroom practices, individual characteristics, and preferences. Coaching tiers included self-guided coaching, small group coaching, and individual coaching. We describe TCM model development and two field tests exploring its potential usability and effectiveness. In Field Test 1, the model was tested with 16 lead preschool teachers. Focus groups and teacher feedback informed systematic model revisions. In Field Test 2, we gathered preliminary findings from an additional 24 teachers. All teachers across coaching tiers and field tests increased their use of Pyramid Model practices while engaging in the TCM, providing promising evidence for wider demonstrations and future rigorous evaluations of the model.

A METODOLOGIA DISC APLICADA AO PROCESSO DE TREINAMENTO E DESENVOLVIMENTO (T&D): UM ESTUDO DE CASO NA EMPRESA LINIE ESQUADRIAS E VIDROS – BRUSQUE/SC

A presente pesquisa tem o objetivo de elaborar um programa de desenvolvimento humano (T&D) para a empresa Linie Esquadrias e Vidros, a partir da Metodologia DISC. Para tanto, buscou-se conhecer a cultura organizacional da empresa (visão, missão e valores), o perfil socioeducacional dos gestores e colaboradores, o nível de satisfação quanto às atividades de T&D desenvolvidas pela empresa e o perfil comportamental dos gestores e dos colaboradores, considerando a Metodologia DISC. Compreende-se que a metodologia DISC é considerada um método de pesquisa psicológica, que se utiliza das ciências exatas como a matemática e a estatística para definir de forma menos imprecisa o comportamento humano. Esta área da psicologia é conhecida como psicometria, ou seja, é um registro e medida exata dos fenômenos psíquicos de um determinado indivíduo (MATOS, 2008). Do ponto de vista metodológico esta pesquisa se classifica dentro de uma abordagem qualitativa, tipificada em pesquisa exploratória e descritiva. Em relação ao método, a pesquisa constituiu-se em bibliográfica e estudo de caso, sendo o questionário o instrumento de coleta de dados aplicado. Quanto ao diagnóstico do perfil comportamental dos gestores e dos colaboradores da empresa, considerando a Metodologia DISC, os dados revelaram que um gestor apresentou o estilo comportamental Comandante e o outro o perfil Comandante/Estrategista (total de dois gestores). Quanto aos colaboradores observou-se que um colaborador apresentou o perfil Comandante, dois o perfil Diplomata, um Estrategista e um Comandante/Apresentador/Diplomata (total de cinco colaboradores). A partir desta análise foi proposto um programa de desenvolvimento humano (T&D) para a empresa, conforme o Plano de Ação 5W2H. As atividades recomendadas envolveram ações de Coaching Executivo, Alinhamento Estratégico e Coaching em Grupo. Palavras-Chave: Gestão de Pessoas. Treinamento e Desenvolvimento. Metodologia DISC. Abstract: This research aims to develop a human development (T&D) program for the company Linie Esquadrias e Vidros, based on the DISC Methodology. Therefore, we sought to know the company's organizational culture (vision, mission and values), the socio-educational profile of managers and employees, the level of satisfaction with the T&D activities developed by the company and the behavioral profile of managers and employees, considering the DISC Methodology. It is understood that the DISC methodology is considered a method of psychological research, which uses exact sciences such as mathematics and statistics to define human behavior less imprecisely. This area of ​​psychology is known as psychometry, that is, it is an accurate record and measurement of the psychic phenomena of a given individual (MATOS, 2008). From a methodological point of view, this research is classified within a qualitative approach, typified in exploratory and descriptive research. Regarding the method, the research consisted of bibliographical and case study, with the questionnaire being the data collection instrument applied. As for the diagnosis of the behavioral profile of the company's managers and employees, considering the DISC Methodology, the data revealed that one manager had the Commander behavioral style and the other the Commander/Strategist profile (total of two managers). As for the collaborators, it was observed that one collaborator presented the Commander profile, two the Diplomat profile, one Strategist and one Commander/ Presenter/Diplomat (total of five collaborators). From this analysis, a human development (T&D) program was proposed for the company, according to the 5W2H Action Plan. The recommended activities involved Executive Coaching, Strategic Alignment and Group Coaching actions. Keywords: People management. Training and development. DISC Methodology.

Examining the effecting of a life-coaching intervention on breast cancer survivors’ post treatment adjustment: protocol of a parallel group randomized controlled trial

<p class="Default"><strong>Background:</strong> The growing number of breast cancer survivors in the country has warranted health interventions targeted to mitigate the bio-psychosocial impact associated with a cancer diagnosis and the toxicities of oncological treatments. Life coaching is a widely adopted intervention strategy to promote an individual’s positive psychological adaptation, self-management, and self-confidence. This present study will investigate whether a life coaching intervention with group and individual coaching components can significantly improve quality of life (QoL) and post traumatic growth among breast cancer survivors.</p><p class="Default"><strong>Methods: </strong>This study is a randomized controlled trial with three parallel study arms. A prospective sample size of 120 adult breast cancer survivors will be randomized into one of the three study groups either to receive: 1) group coaching following by individual coaching sessions; 2) group coaching sessions only; or 3) routine care. The primary outcome evaluates post traumatic growth and secondary outcomes assess QoL and fear of cancer recurrence (FCR). Data collection will occur at baseline (T0) and at 3 weeks (T1), and at 18 weeks (T2). A follow-up assessment will occur at 30 weeks (T3).</p><p class="Default"><strong>Conclusions: </strong>This is the first randomized control trial to address post traumatic growth among breast cancer survivors using a life coaching intervention. If positive, the results of this study could inform intervention development that benefits the health of cancer survivors.</p><p class="Default"><strong>Trial registration: </strong>This trial is ethically approved and registered with clinical trial registry (NCT05020561).</p>

Systems leadership in the early years

This paper describes a new leadership coaching model that was delivered as part of Manchester city region's delivery of the Department for Education's Early Outcomes Fund. The coaching model explicitly paralleled the relational practices that are increasingly shaping early intervention policy and practice. Goodwin's theory of professional vision ( 1994 ) and Shotter's theorisation of with-ness ( 2011 ) provided the conceptual lens for this paper. The coaching facilitation aimed to afford the emergence of a new way of seeing leadership by scrutinising events of relational practice between participants in the coaching sessions (using video recording and review) and creating discursive practices using strengths-based analysis. We exemplify the coaching model using notes from a collaborative ethnographic evaluation of the six half-day group coaching sessions, surfacing how a new way of seeing silence may have seeded a new ‘object of knowledge’ in the group's emerging professional vision of leadership in the early years.

Executive group coaching: interventions not for the faint of heart

As the world is changing, organisations are changing with it: matrix structures, flat hierarchies, virtual work, and teamwork are becoming the norm. Therefore, the ability of working successfully with others has become increasingly important and effective teamwork is essential to make these new complex organisational structures work. However, as this special issue highlights, there are major challenges in working effectively together in this rapidly changing world. Indeed, teams often do not live up to the promise of faster problem solving or higher levels of innovation. "Turf wars" and broken trust are common. Group coaching interventions can be second to none in creating effective collaboration and a culture of trust. Based on the clinical paradigm, this article outlines competencies and conceptual models that make for successful group coaching. Overall, effective group coaching interventions, which will also help executives to lead and direct individual and organisational transformation and to create a coaching culture within organisations, need group coaches who have a holistic orientation and pay attention both to micro and macro processes.