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In this episode, I delve into the narcissistic personalities in the workplace. Who are they? How do they impact organizations and individuals? What can you do to survive such personalities in the workplace? #narcissisticpersonalities #workplace
References
DĂ„derman, A. M., & Kajonius, P. J. (2024). Linking grandiose and vulnerable narcissism to managerial work performance, through the lens of core personality traits and social desirability. Scientific Reports, 14, 12213. https://doi.org/10.1038/s41598-024-60202-7
Day, N. J. S., Townsend, M. L., & Grenyer, B. F. S. (2020). Living with pathological narcissism: a qualitative study. Borderline Personality Disorder and Emotion Dysregulation, 7(1), 1-14. https://doi.org/10.1186/s40479-020-00132-8
Gui, W., Bai, Q., & Wang, L. (2022). Workplace incivility and employees' personal initiative: A moderated mediation model of emotional exhaustion and meaningful work. SAGE Open, 12(1), 1-13. https://doi.org/10.1177/21582440221079899
Jauk, E., Ulbrich, L., Jorschick, P., Höfler, M., & Kaufman, S. B. (2021). The nonâlinear association between grandiose and vulnerable narcissism: An individual data metaâanalysis. Journal of Personality, 90(4), 553-566. https://doi.org/10.1111/jopy.12692
Liu, P., Xiao, C., He, J., Wang, X., & Li, A. (2020). Experienced workplace incivility, anger, guilt, and family satisfaction: The double-edged effect of narcissism. Personality and Individual Differences, 154, 109642. https://doi.org/10.1016/j.paid.2019.109642
Moon, C., & Morais, C. (2022). The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect. Current Psychology, 1-15. https://doi.org/10.1007/s12144-022-02968-5
Ramsey-Haynes, S. (2021). Emotional intelligence and workplace incivility among oncology RNs. Nursing Management, 52(5), 10-14. https://doi.org/10.1097/01.NUMA.0000792060.00298.03
Wang, B., Fiaz, M., Mughal, Y. H., Kiran, A., Ullah, I., & Wisetsri, W. (2022). Gazing the dusty mirror: Joint effect of narcissism and sadism on workplace incivility via indirect effect of paranoia, antagonism, and emotional intelligence. Frontiers in Psychology, 13, 944174. https://doi.org/10.3389/fpsyg.2022.944174
Weinberg, I., & Ronningstam, E. (2022). Narcissistic personality disorder: Progress in understanding and treatment. Focus, 20(4), 368-377. https://doi.org/10.1176/appi.focus.20220052
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What is technostress in the workplace? How does this type of stress impact individuals and organizations? Join me in this episode of Psychchat, where I will share strategies to mitigate technostress.
References
Ayyagari, R., Grover, V., & Purvis, R. (2011). Technostress: Technological antecedents and implications. MIS Quarterly, 35(4), 831-858. https://doi.org/10.2307/41409963
Barber, L. K., & Santuzzi, A. M. (2015). Please respond ASAP: Workplace telepressure and employee recovery. Journal of Occupational Health Psychology, 20(2), 172-189. https://doi.org/10.1037/a0038278
Brod, C. (1984). Technostress: The human cost of the computer revolution. Addison-Wesley.
Hauk, N., Göritz, A. S., & Krumm, S. (2019). The mediating role of coping behavior on the age-technostress relationship: A longitudinal multilevel mediation model. PLoS ONE, 14(3), e0213349. https://doi.org/10.1371/journal.pone.0213349
Maier, C., Laumer, S., Weinert, C., & Weitzel, T. (2015). The effects of technostress and switching stress on discontinued use of social networking services: A study of Facebook use. Information Systems Journal, 25(3), 275-308. https://doi.org/10.1111/isj.12068
Pirkkalainen, H., Salo, M., Tarafdar, M., & Makkonen, M. (2019). Deliberate or instinctive? Proactive and reactive coping for technostress. Journal of Management Information Systems, 36(4), 1179-1212. https://doi.org/10.1080/07421222.2019.1661092
Ragu-Nathan, T. S., Tarafdar, M., Ragu-Nathan, B. S., & Tu, Q. (2008). The consequences of technostress for end users in organizations: Conceptual development and empirical validation. Information Systems Research, 19(4), 417-433. https://doi.org/10.1287/isre.1070.0165
Riedl, R., Kindermann, H., Auinger, A., & Javor, A. (2012). Technostress from a neurobiological perspective. Business & Information Systems Engineering, 4(2), 61-69. https://doi.org/10.1007/s12599-012-0207-7
Salanova, M., Llorens, S., & Cifre, E. (2013). The dark side of technologies: Technostress among users of information and communication technologies. International Journal of Psychology, 48(3), 422-436. https://doi.org/10.1080/00207594.2012.680460
Tams, S., Legoux, R., & Leger, P. M. (2018). Smartphone withdrawal creates stress: A moderated mediation model of nomophobia, social threat, and phone withdrawal context. Computers in Human Behavior, 81, 1-9. https://doi.org/10.1016/j.chb.2017.11.026
Tarafdar, M., Cooper, C. L., & Stich, J. F. (2019). The technostress trifectaâtechno eustress, techno distress and design: Theoretical directions and an agenda for research. Information Systems Journal, 29(1), 6-42. https://doi.org/10.1111/isj.12169
Tarafdar, M., Pullins, E. B., & RaguâNathan, T. S. (2015). Technostress: negative effect on performance and possible mitigations. Information Systems Journal, 25(2), 103-132. https://doi.org/10.1111/isj.12042
Tarafdar, M., Tu, Q., Ragu-Nathan, T. S., & Ragu-Nathan, B. S. (2011). Crossing to the dark side: Examining creators, outcomes, and inhibitors of technostress. Communications of the Association for Computing Machinery, 54(9), 113-120. https://doi.org/10.1145/1995376.1995403
Vischer, J. C. (2007). The effects of the physical environment on job performance: Towards a theoretical model of workspace stress. Stress and Health: Journal of the International Society for the Investigation of Stress, 23(3), 175-184. https://doi.org/10.1002/smi.1134
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Fehlende Folgen?
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In this episode of PsychChat, I discuss the pervasive behaviour of defensive decision-making in the workplace. Listen to this episode, where I share tips to mitigate such behaviour in the workplace.
References
Artinger, F., Petersen, M., Gigerenzer, G., & Weibler, J. (2015). Heuristics as adaptive decision strategies in management. Journal of Organizational Behavior, 36(S1), S33-S52.
Brockner, J., & Higgins, E. T. (2001). Regulatory focus theory: Implications for the study of emotions at work. Organizational Behavior and Human Decision Processes, 86(1), 35-66.
Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
Gigerenzer, G. (2014). Risk savvy: How to make good decisions. Penguin.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management Review, 9(3), 438-448.
Higgins, E. T. (1998). Promotion and prevention: Regulatory focus as a motivational principle. Advances in Experimental Social Psychology, 30, 1-46.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
Marx-Fleck, S., Junker, N. M., Artinger, F., & van Dick, R. (2021). Defensive decision making: Operationalization and the relevance of psychological safety and job insecurity from a conservation of resources perspective. Journal of Occupational and Organizational Psychology, Vol 94 (3), 485-788.
Mello, M. M., Chandra, A., Gawande, A. A., & Studdert, D. M. (2010). National costs of the medical liability system. Health Affairs, 29(9), 1569-1577.
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Social loafing is a phenomenon that is becoming more prevalent in today's workplace. In this episode, I discuss social loafing and provide mitigating tips.
References
Aggarwal, P., & O'Brien, C. L. (2008). Social loafing on group projects: Structural antecedents and effect on student satisfaction. Journal of Marketing Education, 30(3), 255-264.
Alnuaimi, O. A., Robert, L. P., & Maruping, L. M. (2010). Team size, dispersion, and social loafing in technology-supported teams: A perspective on the theory of moral disengagement. Journal of Management Information Systems, 27(1), 203-230.
Bennett, N., & Naumann, S. E. (2005). Understanding and preventing shirking, job neglect, social loafing, and free riding. In R. E. Kidwell& C. L. Martin (Eds.), Managing Organizational Deviance (Vol. 1, pp. 113â130). Sage.
Chidambaram, L., & Tung, L. L. (2015). Is out of sight, out of mind? An empirical study of social loafing in technology-supported groups. Information Systems Research, 16(2), 149-168.
George, J. M. (1992). Extrinsic and intrinsic origins of perceived social loafing in organizations. Academy of Management Journal, 35(1), 191â202.
Jia, H., Jia, R., & Karau, S. (2019). Cyberloafing and personality: The impact of the Big Five traits and workplace situational factors. Journal of Leadership & Organizational Studies, 20(3), 258-279.
Karau, S. J., & Williams, K. D. (2021). Social loafing: A meta-analytic review and theoretical integration. Journal of Personality and Social Psychology, 65(4), 681-706.
Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2014). Social loafing: A field investigation. Journal of Management, 30(2), 285-304.
Monzani, L., Ripoll, P., Peir., J. M., & Van Dick, R. (2014). Loafing in the digital age: The role of computer mediated communication in the relation between perceived loafing and group affective outcomes. Computers in Human Behavior, 33, 279â285.
Mulvey, P. W., & Klein, H. J. (1998). The impact of perceived loafing and collective efficacy on group goal processes and group performance. Organizational Behavior and Human Decision Processes, 74(1), 62â87.
Pearsall, M. J., Christian, M. S., & Ellis, A. P. J. (2010). Motivating interdependent teams: Individual rewards, shared rewards, or something in between? Journal of Applied Psychology, 95(1), 183â191.
Price, K. H., Harrison, D. A., & Gavin, J. H. (2006). Withholding inputs in team contexts: Member composition, interaction processes, evaluation structure, and social loafing. Journal of Applied Psychology, 91(6), 1375â1384.
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Join Dr. Austin Tay in Episode 43 of PsychChat to learn about "Happiness at Work." Discover the latest research findings on how employee happiness impacts productivity, engagement, and well-being. Explore key factors like meaningful work, autonomy, and positive relationships, and learn practical strategies for enhancing workplace happiness. Tune in to gain valuable insights on how investing in employee happiness can lead to organizational success.
ReferencesAllan, B. A., Dexter, C., Kinsey, R., & Parker, S. (2021). Meaningful work and mental health: Job satisfaction as a mediator. Journal of Career Assessment, 29(1), 82-95.
Bakker, A. B., & Demerouti, E. (2017). Job demandsâresources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285.
Diener, E., Oishi, S., & Tay, L. (2022). Advances in subjective well-being research. Nature Human Behaviour, 6(2), 253-260.
Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
Dutton, J. E., & Ragins, B. R. (2007). Exploring positive relationships at work: Building a theoretical and research foundation. Mahwah, NJ: Lawrence Erlbaum Associates.
Dysvik, A., & Kuvaas, B. (2020). Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention. Personnel Review, 49(2), 483-501.
Erdogan, B., Bauer, T. N., Truxillo, D. M., & Mansfield, L. R. (2020). Whistle while you work: A review of the life satisfaction literature. Journal of Management, 38(4), 1038-1083.
Frijters, P., Clark, A., Krekel, C., & Layard, R. (2019). Happy Choice: Wellbeing as the Goal of Government. IZA Discussion Paper No. 12720.
Haar, J. M., Sune, A., Russo, M., & Ollier-Malaterre, A. (2021). A cross-national study on the antecedents of work-life balance from the fit and balance perspective. The International Journal of Human Resource Management, 32(3), 502-527.
Happy Research Institute: https://www.happinessresearchinstitute.com/waly-report
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Jiang, L., & Lavaysse, L. M. (2022). Perceived control and employee well-being: A meta-analysis. Journal of Occupational Health Psychology, 27(1), 1-18.
Kong, F., & You, X. (2013). Loneliness and self-esteem as mediators between social support and life satisfaction in late adolescence. Social Indicators Research, 110 (1), 271-279.
OECD (2019). Better Life Index. Organisation for Economic Co-operation and Development.
Retrieved from: http://www.oecdbetterlifeindex.org/
Oswald, A. J., Proto, E., & Sgroi, D. (2015). Happiness and productivity. Journal of Labor Economics, 33(4), 789-822.
Seligman, M. (2018). PERMA and the building blocks of well-being. The Journal of Positive Psychology, 13 (4), 333-335.
Schneider, B., Yost, A. B., Kropp, A., Kind, C., & Lam, H. (2021). Workforce engagement: What it is, what drives it, and why it matters for organizational performance. Journal of Organizational Behavior, 42(2), 188-206.
Siu, O. L., Cheung, F., & Lui, S. (2021). Enhancing work-related well-being among Chinese employees: A comparison between perceived organizational support and psychological capital. Applied Psychology, 63(1), 97-136.
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The Work and Meaning Inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.
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In this episode, I discuss the importance of Psycho-Social Climate (PSC) in the workplace. I share some research explaining its impact and encourage organizations to take steps to address it.
References
Dollard, M. F., & Bakker, A.B., (2010). Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. Journal of Occupational and Organizational Psychology, 83, 579â599.
Harnois G, Gabriel P. Mental health and work: impact, issues and good practice. Geneva: World Health. Organization, 2000.
Dollard MF, Jain A. A corruption of public values at work; psychosocial safety climate, work conditions, and worker health across 31 European countries. In Dollard, M, Dormann, C and Idris, MA (eds). Psychosocial safety climate: a new work stress theory (pp. 77-106). Cham: Springer, 2019.
Mansour S, Tremblay DC. Psychosocial safety climate as resource passageways to alleviate work familyconflict: a study in the health sector in Quebec. Personnel Review 2018, 47(2): 474-93.
Idris, M.A., Dollard, M.F., Tuckey, M.R. (2015). Psychosocial Safety Climate as a Management Tool for Employee Engagement and Performance: A Multilevel Analysis. International Journal of Stress Management, Vol 22, No 2, 183-206.
Biron, C., Karanika-Murray, M., Ivers, H., Salvoni, S., & Fernet, C. (2021). Teleworking while sick: A three-wave study of psychological safety climate, psychological demands and presenteeism. Frontiers in Psychology, 12, 734245.
Idris, M. A., & Dollard, M. F. (2011). Psychosocial safety climate, work conditions, and emotions in the workplace: A Malaysian population-based work stress study. International Journal of Stress Management, 18(4), 324â347. https://doi.org/10.1037/a0024849 -
In this episode, I spoke with Jens Petter Skaug, CEO of TeamCoachr. He shares with us how TeamCoachr, a self-facilitated AI-driven platform, helps foster psychological safety, creating better teams in the organization. To learn more about the platform, please go to www.teamcoachr.ai
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In this last episode of the year, I decided to talk about workplace spirituality. What is workplace spirituality? Should we incorporate it into the workplace? Listen to the episode and let me know your thoughts.
For suggestions or comments, please send them to [email protected] or tweet to psych_chat.
Please find below references to the studies cited in the podcast episode.
Hassan, M., Bin Nadeem, A., & Akhter, A. (2016). Impact of workplace spirituality on job satisfaction: Mediating effect of trust. Cogent Business & Management, 3(1), 1189808. Jurkiewicz, C. L., & Giacalone, R. A. (2004). A values framework for measuring the impact of workplace spirituality on organizational performance. Journal of business ethics, 49(2), 129-142. Karakas, F. (2010). Spirituality and performance in organizations: A literature review. Journal of business ethics, 94(1), 89-106. Milliman, J., Gatling, A., & Kim, J. S. (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery. Journal of Hospitality and Tourism Management, 35, 56-65. Mousa, M., & Alas, R. (2016). Workplace spirituality and organizational commitment: A study on the public schools teachers in Menoufia (Egypt). African Journal of Business Management, 10(10), 247-255. Osman-Gani, A. M., Hashim, J., & Ismail, Y. (2013). Establishing linkages between religiosity and spirituality on employee performance. Employee Relations. Pawar, B. S. (2009). Individual spirituality, workplace spirituality and work attitudes: An empirical test of direct and interaction effects. Leadership & Organization Development Journal. Rastgar, A. A., Pourebrahimi, N., & Sultanzadeh, S. (2012). The linkage between spirituality in the workplace and organizational citizenship behaviour. International journal of business and social science, 3(18). Rego, A., & Cunha, M. P. (2008). Workplace spirituality and organizational commitment: an empirical study. Journal of Organizational Change Management.
References: -
In this episode, I discuss a prevalent phenomenon Leaveism. What is it and how can we prevent it?
References:
Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4(2), 139-158. Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), 840-853.Atkinson, C., & Hall, L. (2011). Flexible working and happiness in the NHS. Employee Relations, 33(2), 88-105.Bloom, P., & Ćliwa, M. (2021). Hacking work: Critically examining the implications of the new discourse and practices of hacking for work intensification and organisational control. Human Relations. Borgkvist, A., Moore, V., Crabb, S., & Eliott, J. (2021). Critical considerations of workplace flexibility âfor allâ and gendered outcomes: Men being flexible about their flexibility. Gender, Work and Organization, 28(6), 2076-2090. Chesley, N. (2014). Information and communication technology use, work intensification and employee strain and distress. Work, Employment and Society, 28(4), 589-610.CIPD. (2021). Health and well-being at work report.DâAbate, C. P., & Eddy, E. R. (2007). Engaging in personal business on the job: Extending the presenteeism construct. Human Resource Development Quarterly, 18(3), 361-383.ÄuranovĂĄ, L., & Ohly, S. (2016). Persistent work-related technology use, recovery and well-being processes. Springer International Publishing. Facer, R. L., Jr., & Wadsworth, L. (2008). Alternative work schedules and work-family balance: A research note. Review of Public Personnel Administration, 28(2), 166-177.Green, F. (2001). Itâs been a hard dayâs night: The concentration and intensification of work in late twentieth-century Britain. British Journal of Industrial Relations, 39(1), 53-80.Hesketh, I., & Cooper, C. L. (2014). Leaveism at work. Occupational Medicine, 64(3), 146-147.Hochschild, A. (1997). The time bind. WorkingUSA, 1(2), 21-29. Houdmont, J., Elliott-Davies, M., & Donnelly, J. (2018). Leaveism in English and Welsh police forces: Baseline reference values. Occupational Medicine, 68(9), 593â599.Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83-106.Le Fevre, M., Matheny, J., & Kolt, G. S. (2003). Eustress, distress, and interpretation in occupational stress. Journal of Managerial Psychology, 18(7), 726-744.Mazmanian, M. (2013). Avoiding the trap of constant connectivity: When congruent frames allow for heterogeneous practices. Academy of Management Journal, 56(5), 1225-1250.Robertson, I., & Cooper, C. L. (2011). Well-being: Productivity and happiness at work. Palgrave Macmillan.Rosa, H. (2003). Social acceleration: Ethical and political consequences of a desynchronized high-speed society. Constellations, 10(1), 3-33.Toppinen-Tanner, S., OjajĂ€rvi, A., VÀÀnĂ€nen, A., Kalimo, R., & JĂ€ppinen, P. (2005). Burnout as a predictor of medically certified sick-leave absences and their diagnosed causes. Behavioral Medicine, 31(1), 18-27.Zeytinoglu, I. U., Cooke, G. B., & Mann, S. L. (2004). Flexibility: Whose choice is it anyway? Relations Industrielles/Industrial Relations, 59(4), 555-574. -
In this episode, I talked about how coaching can bring out self-awareness. When we see things with different possibilities, we allow ourselves to achieve beyond what we can imagine.
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In this episode, I will discuss what a leader needs to do to improve team spirit or morale. Self-assessment, re-engage, re-align and re-commit.
References:
Ishaq, E., Bashir, S. and Khan, A.K. (2021), Paradoxical Leader Behaviors: Leader Personality and Follower Outcomes. Applied Psychology, 70: 342-357. https://doi.org/10.1111/apps.12233Zhang, Y., & Liu, S.M. (2021). Balancing employeesâ extrinsic requirements and intrinsic motivation: A paradoxical leader behaviour perspective. European Management Journal, Vol 40 (1), 127-136Thuan, L.C. and Thanh, B.T. (2020), "Leader knowledge sharing behavior and follower creativity: the role of follower acquired knowledge and prosocial motivation", Journal of Workplace Learning, Vol. 32 No. 6, pp. 457-471.Jiang, J., Gao, A., & Yang, B. (2018, January 1). Employeesâ Critical Thinking, Leadersâ Inspirational Motivation, and Voice Behavior: The Mediating Role of Voice Efficacy. Journal of Personnel Psychology, 17(1), 33â41. -
In this episode, I discussed self-awareness. We hear this frequently in the workplace, but what should we be mindful of when it comes to self-awareness? I share some strategies to become more self-aware of yourself, your thoughts, perceptions, and how to work and create relationships with others effectively.
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We all assume, and often we take our assumptions as truths. When we do so, we start to overthink and refuse to look at other alternative explanations which are evidence-based. In this podcast, I share four tips to help you to deal with your assumptions.
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The book cited the Interest-Based Relational Approach.
Fisher, R., Ury, W., & Patton, B. (2006). Getting to yes â Negotiating Agreement without giving in. Penguin Putnam. -
In this episode, continuing the productivity at work series, I discuss how to say NO.
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Some of the ideas shared were taken from The Communication Cycle from Michael Argyle's - The Social Psychology of Work.
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Please find the research mentioned in this episode below
Timms, C., Brough, P., & Graham, D. (2012). Burntâout but engaged: the coâexistence of psychological burnout and engagement. Journal of Educational Administration.Freudenberger, H. (1974), âStaff burnoutâ, Journal of Social Issues, Vol. 30, pp. 159-64.Maslach, C., Schaufeli, W.B. and Leiter, M.P. (2001), âJob burnoutâ, Annual Review of Psychology, Vol. 52, pp. 397-422.Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, & Associates (Eds.), Personnel selection in organizations: 71â98. San Francisco, CA: Jossey-BassWang, G. and Lee, P.D. (2009), âPsychological empowerment and job satisfaction: an analysis of interactive effectsâ, Group and Organization Management, Vol. 34, pp. 271-96.Laschinger, H.K.S. and Finegan, J. (2005), âUsing empowerment to build trust and respect in the workplace: a strategy for addressing the nursing shortageâ, Nursing Economics, Vol. 231, pp. 6-13. Laschinger, H.K.S., Finegan, J., Shamian, H. and Wilk, P. (2004), âA longitudinal analysis of the impact of workplace empowerment on work satisfactionâ, Journal of Organizational Behavior, Vol. 25, pp. 527-45.May,D.R., Gilson, R.L. and Harter, L.M. (2004), âThe psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at workâ, Journal of Occupational and Organizational Psychology, Vol. 77, pp. 11-37. -
Please find below the research cited in this episode.
Beetham, J. and Okhai, L. (2017) Workplace Dyslexia & Specific Learning DifficultiesâProductivity, Engagement and Well-Being. Open Journal of Social Sciences, 5, 56-78.
https://doi.org/10.4236/jss.2017.56007
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In today’s episode, in the last instalment of the coaching series, I will focus on
1) How does the coach conduct the coaching session?
2) What happens after my coaching session?
3)What should I do now that I have completed my coaching engagement with my coach?
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In today’s episode, I will focus on
1) What to expect in a coaching session as a client?
2) What is my role, as a client in the coaching session?
3) How can the coach help me?
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