| This case study addressed the problem that there is a lack of empirical research which has assessed the potential of action learning as an approach to change a manager's coaching skills. To address this problem, this study posed two research questions: (1) What changes in coaching skills do the managers perceive they have undergone through their participation in an action learning program? and (2) How does action learning result in changes in a manager's coaching skills? This study used an action learning program that was conducted at a company in Korea.; Data were collected from self-administered surveys, interviews, document analysis, and observations. Surveys were administered to 19 program participants at three different points in time during the program. Individual interviews were conducted with five of the program participants, one to two weeks after the completion of the program. The data were analyzed using descriptive statistics, theme development, and the logic model.; The findings for the first question indicated that the skills considered to be critical for coaching had been changed as a result of participation in an action learning program. The skills included listening, questioning, feedback, and creating a supportive environment. For the second question, the findings showed that each of the six action learning components suggested by Marquardt (2004) had contributed to such changes. In particular, reflective inquiry, action, and learning coach components were reported to have made a greater contribution to changing the participants' coaching skills. The findings of this study suggest that action learning can be an effective means to develop and enhance a manager's coaching skills.; The causal linkages revealed by this study provide insight into how action learning programs need to be designed and implemented to enhance a participant's coaching skills. Given the lack of study that has examined the relationship between action learning and changes in coaching skills, more studies are needed to confirm this relationship. |
