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Papers by Terrence Maltbia

International Coaching Psychology Review

Grounded in a selective integrated literature review, this study analyses select ICF core coachin... more Grounded in a selective integrated literature review, this study analyses select ICF core coaching competencies, critically reviewed by an established competency modeling architecture and Hofstede’s Five Cultural Dimensions Model. Qualitative content analysis methodology was used by three independent evaluators. The objective is to provide evidence as to the competencies effectiveness across different cultures. The aim is better understanding the specific interplay between modes of cultural programming and basic coaching competencies, to offer evidence-based awareness for the inclusion of cultural competencies in coach education. Our analysis shows that directionality shifts depending on behavioural indicators associated with each competency – suggesting the application of cultural competence in coaching is both dynamic and complex. Our results show inter-rater reliability was highest where both competency definitions and cultural descriptions were conceptually clear and coherent. S...

Routledge eBooks, Mar 9, 2023

Academy of Management Proceedings, 2019

Journal of Transformative Education, 2017

Journal of Psychological Issues in Organizational Culture, 2014

s longtime coaching educators, we started our graduate-level coaching programs in executive coach... more s longtime coaching educators, we started our graduate-level coaching programs in executive coaching at Adler Graduate Professional School in 2002 (Linda) and Columbia University in October of 2007 (Terry) with scant resources available to inform our programs of what needed to be included in a graduate-level curriculum. During the "needs assessment" phase of the curriculum development process at Columbia, we searched for coach-specific research to inform our design only to discovery a real scarcity of evidence-based resources in peerreviewed journals to support the popularity of coaching in general, and executive and organizational coaching in particular. A notable exception was a special issue found at the time on executive coaching in Consulting Psychology Journal: Practice and Research, published back in 1996, edited by Richard Kilburg, yet not much else was available. This state of affairs was reinforced by Brotman, Liberi, and Wasylyshyn's (1998) call for standards and accountability by researchers and practitioners alike to inform and educate organizational decision makers about the core skills, competencies, and experiences critical to successful outcomes of executive coaching. In a critical examination of the literature on executive coaching, Kampa-Kokesch and Anderson (2001) also supported the need for enhanced standards of practice and supporting research. However, by the mid-2000s we were only able to locate (1) a few comprehensive literature reviews focused explicitly on the topic of executive coaching in other peer view journals (e.g., Feldman & Lankau, 2005; Joo, 2005) and (2) many more books on coaching often reflecting the point-of-view of its authors, as well as (3) articles on the topic in the popular press. In a call for more research and theory to support coaching as a profession, Bennett (2006) identified the ways in which coaching fell short of meeting formal requirements for a "profession," in part because it had not yet embraced an agreed-upon body of knowledge (Freidson, 2001).

Advances in Developing Human Resources, 2014

The Problem Differing perceptions of what constitutes executive coaching core competencies by aca... more The Problem Differing perceptions of what constitutes executive coaching core competencies by academic and coach preparation programs, credentialing associations, and practitioners obfuscates clarity of definition, roles, and implementation. This lack of clarity and agreement can confuse practitioners and slow progress in theory-building, research, and executive coach development. The Solution This article examines diverse ways that executive coaching is defined and distinguished. Professional associations have shaped membership, credentialing, and accreditation based on different competencies. The article describes four executive coaching roles and six enabling core coaching competencies, and it draws implications for navigating, researching, and practicing in the diverse terrain of executive coaching, in and for, organizations. The Stakeholders Practitioners might be interested in a map of the coaching terrain that Enables them to better choose among possible avenues toward coach ...

Page 1. A Leader's Guide to Leveraging Diversity Strategic Learning Capabilities for Breakth... more Page 1. A Leader's Guide to Leveraging Diversity Strategic Learning Capabilities for Breakthrough Performance Terrence Maltbia Anne Power Page 2. A Leader's Guide to Leveraging Diversity Page 3. New Frontiers in Learning ...

… , UMI Dissertation Services, Ann Arbor, MI, 2001

Human Resource Development Quarterly, 2006

By examining supplier diversity programs and comparing their components with the role of the dive... more By examining supplier diversity programs and comparing their components with the role of the diversity practitioners, we highlight the important role that diversity practitioners can have in supplier diversity programs. In reviewing the U.S. auto industry and its successful supplier diversity model, our findings suggest that diversity practitioners have a real opportunity to expand their existing roles as strategist, educator, and researcher. We explore the aforementioned and offer conclusions and implications for HRD practice. Supplier is a term used in business-to-business relationships in which one business "supplies" another with purchased items. Supplier diversity programs are designed to assist organizations that have either or both 51% ownership by U.S citizens and 51% of the stock owned by individuals of the following ethnic backgrounds: African American, Hispanic American, Native American, Asian-Pacific American, and Asian Indian American. Most supplier diversity programs are the result of U.S. corporations and their proactive attempt toward economic inclusion. The root of racial unrest and other societal ills has been shown to lie with economic disparity (West, 1993). This fact is heightened by the predictions that by 2040 one-half of America will consist of minorities (Johnston & Packer, 1987). Supplier diversity programs are also driven by the fact that minorityspending power is in excess of 1.2trillionwithexpectationsofreaching1.2 trillion with expectations of reaching 1.2trillionwithexpectationsofreaching4 trillion by 2045 (Johnston & Packer, 1987). However, more than 30% of black and Latino men aged 18 to 25 years are unemployed (Johnston & Packer, 1987). In addition, the number of black and Latino families earning $15,000 per year has doubled over the past 30 years (Johnson & Packer, 1987).

This paper presents a conceptual model intended to expand existing executive coaching processes u... more This paper presents a conceptual model intended to expand existing executive coaching processes used in organizations by building the strategic learning capabilities needed to integrate a diversity perspective into this emerging field of HRD practice. This model represents the early development of results from a Diversity Practitioner Study applied to concepts drawn from selected executive coaching literature.