Mapping transformation learning theory to coaching and curriculum
| Mezirow’s stages | Coaching process | Student learning activities and curriculum | Sample participant quotes (coded #’s) |
|---|---|---|---|
| Experiencing a disorienting dilemma | Debrief of Korn Ferry 360 and assessments Coach helps identify “disjunction between actuality and expectation” Seeks “openings/conflicts” result personal values and beliefs, leadership style | Self-assessments (Myers–Briggs, strengths deployment inventory, Korn Ferry Assessment of Leadership Potential or innovator mindset) | During the debriefing of 360: “Had rough spots where she (my coach) really put things in perspective for me on why I needed to adapt or why I needed to look at some of my weaknesses and relate to how my leadership was perceived.” #1 |
| Self-examination | Coach facilitates learning and provides emotional support | Explores feelings of fear, anger, guilt, shame or helplessness concerning the dilemma | He (my coach) helped me focus on the negative feedback and my deficiencies that I wanted to ignore. He focused me on personal development & people skills. #7 |
| Critical assessment of assumptions | Monthly coaching sessions to process feelings and assumptions related to the dilemma | In-residence seminar First semester courses (strategic vision, ethical business decision-making, innovation & entrepreneurship) | My skills grew in unexpected ways…we (she & coach) looked at how to deal with conflict management related to overcoming an illness (cancer). #5 My coach was a sounding so that I could figure out my own solutions to new perspectives about myself and my leadership style. #14 |
| Recognizing discontent and process of transformation is shared | Coach challenges decision-making, feelings and actions “Normalizes” predicament, reduces isolation Coach suggests dilemma may be interpreted with outmoded frames of reference Provides springboard to new solutions | Experiential learning Second semester courses (Managing & leading people, negotiations, advanced financial management, business analytics for managerial decisions) | We (she & coach) became close fast, and that closeness allowed me to trust her enough to work through the feedback I received on my 360. I now value feedback—good or negative—as a gift. Now, I am always asking for feedback… #1 |
| Exploring options for new roles, relationships, perspectives & actions | Coach and client research and cocreate potential new strategies Use assessments, curriculum and readings as resources Explore relationship strategies Leverage emotional Intelligence | Collaboration with peers on 3 team projects. Practice new behaviors. Team norms/noncompliance plan Conflict resolution 3rd semester courses (supply chain & operations strategy, legal environment of business, accounting) | Worked with coach to focus on how to engage people versus being so tactical. I focused on being more people-oriented and listening to others. My coach’s objectivity was a plus and building trust with her. I could take action on something practical… #3 |
| Planning a course of action | Coach and client collaborate to create a leadership development plan Reflect on practice of new leadership skills | Goal setting 4th semester courses (leadership in a complex world, personal leadership development, strategy in a dynamic environment, marketing) | My coach helped integrate the pieces of the puzzle—our conversations helped me connect my strengths with my challenges and formulate a plan. #4 |
| Reintegrating new perspectives & behaviors, self-confidence | Final evaluation w/repeat 360 assessments and peer team feedback reports Encourage reflection on learnings Prep development goals for the future | Travel abroad (w/reflection paper) Peer team feedback reports Repeat 360 assessments 4th semester courses (global environment of business, leading for innovation) Course grades and faculty feedback | Coaching opened me up to new perspectives about myself and my leadership style. #14 5 of 7 students reported “ROI” re: career enhancement—salary increase, advancement, etc. 2 students changed careers/industries – “gained self-confidence with new self-perception.” |
| Mezirow’s stages | Coaching process | Student learning activities and curriculum | Sample participant quotes (coded #’s) |
|---|---|---|---|
| Experiencing a disorienting dilemma | Debrief of Korn Ferry 360 | Self-assessments | During the debriefing of 360: “Had rough spots where she (my coach) really put things in perspective for me on why I needed to adapt or why I needed to look at some of my weaknesses and relate to how my leadership was perceived.” #1 |
| Self-examination | Coach facilitates learning and provides emotional support | Explores feelings of fear, anger, guilt, shame or helplessness concerning the dilemma | He (my coach) helped me focus on the negative feedback and my deficiencies that I wanted to ignore. He focused me on personal development & people skills. #7 |
| Critical assessment of assumptions | Monthly coaching sessions to process feelings and assumptions related to the dilemma | In-residence seminar | My skills grew in unexpected ways…we (she & coach) looked at how to deal with conflict management related to overcoming an illness (cancer). #5 |
| Recognizing discontent and process of transformation is shared | Coach challenges decision-making, feelings and actions | Experiential learning | We (she & coach) became close fast, and that closeness allowed me to trust her enough to work through the feedback I received on my 360. I now value feedback—good or negative—as a gift. Now, I am always asking for feedback… #1 |
| Exploring options for new roles, relationships, perspectives & actions | Coach and client research and cocreate potential new strategies | Collaboration with peers on 3 team projects. Practice new behaviors. | Worked with coach to focus on how to engage people versus being so tactical. I focused on being more people-oriented and listening to others. My coach’s objectivity was a plus and building trust with her. I could take action on something practical… #3 |
| Planning a course of action | Coach and client collaborate to create a leadership development plan | Goal setting | My coach helped integrate the pieces of the puzzle—our conversations helped me connect my strengths with my challenges and formulate a plan. #4 |
| Reintegrating new perspectives & behaviors, self-confidence | Final evaluation w/repeat 360 assessments and peer team feedback reports | Travel abroad (w/reflection paper) | Coaching opened me up to new perspectives about myself and my leadership style. #14 |
Note:
Adapted from Cox (2015)
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