Here’s a link to the methodology and findings from some recent research that I completed as part of my MA in performance coaching and mentoring. It has been a fascinating journey
and I’ve learnt so much along the way.
The purpose of this research was to investigate the extent to which social media tools and materials are currently being used by internal or external coaches to support face to face coaching in an organisational context. Some recommendations include:
- Both literature in related fields and the findings from this research suggest that there is scope and significant benefits to using social media tools and materials to support both individual and group coaching in organisations.
- Online communities can be used to support coaching by enabling the coachee to network and collaborate with others. Social media can also offer additional perspectives to the coachee which can provide new ideas and spark new thinking.
However there are a number of disadvantages and barriers that can prevent its use or suggest that it is inappropriate to use:
- Client confidentiality and security need to be addressed and assured. If social media potentially compromises this confidentiality then social media should not be used to support coaching.To avoid confusion, the way in which social media was to be used to support coaching would be need to be agreed as part of the coaching contracting process.
- Both coach and coachee need both knowledge and appropriate technology skills regarding social media use in order that it can be used to support coaching.
- The barriers of organisational security concerns and blocks would need to be addressed and removed if social media was to become more widely used to support coaching in this context. This may require significant culture change