ABSTRACT

 Coaching gained interest as an effective action on change and development, whose results depend on coachee’s participation and involvement in the process. Individual's receptivity to coaching may vary, and developmental needs may be different depending on the management level. The present research follows up the readiness for coaching through the application of the transtheoretical model of change to managers at all levels and the developmental needs for coaching. The transtheoretical model was used to assess the stages of behaviour change and the perceived, key developmental needs of 87 executives and managers from top management to lower management. The results indicated differences between the top, middle and lower level managers in terms of stages of change and the perceived developmental needs. Differences were also found between the managers who have been the beneficiaries of coaching and the potential coachees. By using the stages of change and perceived developmental needs pattern, this study can be useful in the assessment of the readiness for coaching of potential clients, tailoring the content and determining the effective approaches depending on these particular characteristics.

KEYWORDS: executive coaching, stages of change, developmental needs, readiness for coaching

PAGES:139-164