Kenneth Nowack

This article describes the neuroscience behind successful goal setting and goal flourishing. Specific evidence-based"hacks" are provided to help individuals develop successful and long-term habits.

To help organizationsfind and nurture leaders to be prepared for the complexity andmultiplicity of challenges,Lombardo and Eichinger (2000)developed the frameworkcharacterized as learning agility. Their research, along with other colleagues (De Meuse,2022;De Meuse et al., 2011) have typically identifiedfive dimensions (observablebehaviors) to learning agility: mental agility, people agility, change agility, results agility,and self-awareness. Although in the early stages of research, there is a… Show more

To help organizationsfind and nurture leaders to be prepared for the complexity andmultiplicity of challenges,Lombardo and Eichinger (2000)developed the frameworkcharacterized as learning agility. Their research, along with other colleagues (De Meuse,2022;De Meuse et al., 2011) have typically identifiedfive dimensions (observablebehaviors) to learning agility: mental agility, people agility, change agility, results agility,and self-awareness. Although in the early stages of research, there is a promising body ofevidence showing learning agility as a significant predictor of identifying potentialleaders, leader performance, and leader success (Burke & Smith, 2019;De Meuse, 2019).This article summarizes the current conceptualization of learning agility, provides aneuroscience lens, and identifies associated key brain structures involved in enhancinglearning agility. Specific evidence-based neuroscience hacks for practitioners areintroduced to enhance each of thosefive more popularly cited dimensions of learningagility. Show less

Extending prior research demonstrating significant change in cognitive hardiness following
individually based coaching and training programmes using the same assessment, the results of this study
lend support that this construct can act as personality trait, but also can be used as a useful outcome measure in coaching effectiveness, as well as a skill that can be enhanced as a result of specific psychoeducational techniques and strategies. Implications for coaching psychology, based on… Show more

Extending prior research demonstrating significant change in cognitive hardiness following
individually based coaching and training programmes using the same assessment, the results of this study
lend support that this construct can act as personality trait, but also can be used as a useful outcome measure in coaching effectiveness, as well as a skill that can be enhanced as a result of specific psychoeducational techniques and strategies. Implications for coaching psychology, based on different conceptualizations of cognitive hardiness are discussed. Show less

To change behavior in yourself or in others, you need to be aware of biases and blind spots to make decisions and take actions in a purposeful manner. Here then, we offer a new model of bias, explain the neurological origins of many biases, and make evidence-based suggestions for facilitating what we call mindful choices (conscious bias) in the workplace.

The growing popularity of neuroscience within consulting psychology is a blend of myth, hype, and grounded empirical research. This special issue of Consulting Psychology Journal: Practice and Research addresses recent advances, issues, and discoveries surrounding the neuroscience of coaching and consulting.

This paper reviews current issues and best practices in goal intentions, goal striving, and goal flourishing to maximize coaching success with clients.

According to the National Sleep Foundation’s Sleep in America Poll, U.S. adults sleep between 6.7 to 7.3 hr every night, which has decreased by approximately 2 hr per night since the 19th century (National Sleep Foundation, 2016). Inconsistent or insufficient sleep can be costly for business, impacting leadership decision making/judgment, interpersonal relations, absenteeism, presenteeism, safety, productivity, and health (Gaultney & Collins-McNeil, 2009; Mills et al., 2007; Rosekind et al.… Show more

According to the National Sleep Foundation’s Sleep in America Poll, U.S. adults sleep between 6.7 to 7.3 hr every night, which has decreased by approximately 2 hr per night since the 19th century (National Sleep Foundation, 2016). Inconsistent or insufficient sleep can be costly for business, impacting leadership decision making/judgment, interpersonal relations, absenteeism, presenteeism, safety, productivity, and health (Gaultney & Collins-McNeil, 2009; Mills et al., 2007; Rosekind et al., 2010). Daytime sleepiness can be dangerous, and inadequate sleep is a known health hazard resulting in fatigue that can impair both performance and social functioning. In light of existing research on the effects of insufficient sleep on work performance, this study investigated the relationship between self-reported sleep quality and quantity (Stress Profile) of leaders with a concurrent evaluation of relationship skills by their manager and others (direct reports and peers) on a measure of emotional and social competence. Regression analyses indicated that leaders who reported poor quality and quantity of sleep were rated significantly lower on interpersonal effectiveness after controlling for gender and perceived work/life stress by their direct reports and peers but not by their manager. Show less

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Most organizations today use 360-degree feedback for a variety of purposes including employee development, coaching and performance management. Despite its popularity, few organizations do much beyond the “diagnose and adios” approach ensuring that their use results in little or no impact or actual behavior change. It is widely accepted that 360-degree feedback interventions, when done well, can be essential to help employees illuminate their strengths and potential development areas. However… Show more

Most organizations today use 360-degree feedback for a variety of purposes including employee development, coaching and performance management. Despite its popularity, few organizations do much beyond the “diagnose and adios” approach ensuring that their use results in little or no impact or actual behavior change. It is widely accepted that 360-degree feedback interventions, when done well, can be essential to help employees illuminate their strengths and potential development areas. However, insight and motivation alone aren’t' enough to ensure successful behavior change and performance in employees.

The book provides a comprehensive overview of the research literature on 360-degree feedback and introduces a powerful coaching model for individual change. "From Insight to Improvement" provides human resource practitioners with "best practices" answers to 63 questions including: 1) Purpose and Goals; 2) Design of 360-degree Feedback Assessments and Competencies; 3) The Process, Administration and Coaching; and 4) Translating Understanding/Acceptance into Successful Behavior Change. Show less

Sleep-deprived employees are low in work engagement and job performance — and high in unethical behavior.

Warning: Bad bosses might be dangerous to your physical health and psychological well-being.

This study investigated if isolation stress has an impact on the development of tumors in rats, and to measure the size and number of tumors and the levels of corticosterone

Learning and development investments aim to translate into improved employee performance on the job. But it doesn’t always work out that way.

360 feedback is often a weak intervention unless best practices are followed to leverage the impact of insight into actual behavior change.

Many talent managers still hold onto outdated models and theories that are in need of being revised.

Different leadership styles suggest that talent managers should refocus their development strategies.

Feedback perceived as judgmental, evaluative or negative can evoke a cognitive and emotional reaction equivalent to the neurophysiology of physical pain. This article provides and overview of ways to take "the sting out of feedback."

This book was written to help coaches initiate and sustain successful behavior change in the clients they work with. Authors Sandra Mashihi, Ph.D. and Kenneth Nowack, Ph. D. introduce a powerful model of behavioral change and include a wealth of useful strategies, research and practical tools for all types of coaches -- executive, career, lifestyle modification, and personal.

This study evaluates the impact of a 12-week blended learning approach to enhancing psychosocial outcomes in clients with multiple sclerosis.

This study provides support that a brief self-administered CD hypnosis stress reduction program can modify a physiological measure of inflammation (IL-6) and improve coping and resilience in the face of work and life stress.

Despite the popularity of 360-degree feedback, meta-analytic findings suggest that these interventions can lead to a significant change in behavior but the effect sizes are typically modest and when done poorly may lead to both disengagement and a decline in performance. The research evidence addressing practical issues for coaches to successfully implement 360-degree feedback interventions is updated since previous review studies (e.g., Craig & Hannum, 2006; Fleenor, Taylor, & Craig, 2008)… Show more

Despite the popularity of 360-degree feedback, meta-analytic findings suggest that these interventions can lead to a significant change in behavior but the effect sizes are typically modest and when done poorly may lead to both disengagement and a decline in performance. The research evidence addressing practical issues for coaches to successfully implement 360-degree feedback interventions is updated since previous review studies (e.g., Craig & Hannum, 2006; Fleenor, Taylor, & Craig, 2008). This article reviews 15 specific questions that are common to most 360-degree feedback interventions (purpose and goals, methodology and psychometric properties, and process and
implementation) designed to facilitate enhanced awareness and successful behavior change in individuals and teams. Show less

Coaching for Stress: StressScan

This book chapter describes the development and validation of a brief stress/resilience health risk appraisal and use for lifestyle/wellness coaching.

Current conceptual models and assessments of emotional and social intelligence are discussed in this article summarized the state of the field about EI.

Despite the popularity of multirater feedback for coaching and talent development, there is a paucity of research supporting its effectiveness for sustained behavioral change. Meta-analytic studies on feedback interventions suggest that these interventions have significant, albeit small, effect sizes and often sizable negative impact on emotions and behavioral change (Kluger & DeNisi, 1996; Smither, London, & Reilly, 2005). This article presents a new integrated 3-step theoretical model for… Show more

Despite the popularity of multirater feedback for coaching and talent development, there is a paucity of research supporting its effectiveness for sustained behavioral change. Meta-analytic studies on feedback interventions suggest that these interventions have significant, albeit small, effect sizes and often sizable negative impact on emotions and behavioral change (Kluger & DeNisi, 1996; Smither, London, & Reilly, 2005). This article presents a new integrated 3-step theoretical model for individual behavioral change and practical suggestions for leveraging the impact of multirater feedback to facilitate successful behavioral change over time. Show less

A focus on wellness coaching can become a competitive advantage to organisations with an emphasis on reducing employee stress and focusing on optimising wellness in the workplace. Successful lifestyle modification can be facilitated by coaches using structured engagements to assist employees to increase awareness, set behavioural goals and develop effective stress and health management coping skills.

Lifestyle modification or wellness coaching can provide tremendous cost savings to organizations.

This paper describes best practices in leveraging the impact of 360 feedback based on a large comprehensive study

Individual stress management: Effective or not?

This book chapter reviews current literature on the efficacy of occupational stress management programs to enhance positive individual and workplace outcomes.

Is organizational stress management effective? This review of the literature describes evidence based findings to support the use of organizational stress management interventions.

This study explored differences in self-reported lifestyle habits and predictors of job burnout in a sample of 879 professional working women.