Department of Industrial and Systems Engineering, University of Wisconsin-Madison, 1513 University Ave, 53706, Madison, WI, USA.
Institute for Clinical and Translational Research, School of Nursing, University of Wisconsin-Madison, 53705, Madison, WI, USA.
BMC Health Serv Res. 2023 Feb 1;23(1):106. doi: 10.1186/s12913-022-08948-6.
Organizational coaching to promote the implementation of evidence-informed interventions is becoming more popular in healthcare organizations. In order to open the "black box" of coaching for implementation, we first developed, then tested the rigor and utility of a model of coaching for implementation.
Interviews with nine experienced coaches were conducted and inductively coded to develop a model of coaching for implementation. Later, forty coaching calls with behavioral health organizations in Ohio, Wisconsin, and Florida were analyzed with directed content analysis using a priori codes based on this model.
The coaching work that occurred during these calls aligned closely with the model of coaching for implementation developed by our team. Most coaching work was devoted to building capacity; almost as much work focused on building relationships. Very little coaching work was dedicated to building sustainability. Use of tools for organizational change and implementation remained relatively consistent across all coaching periods.
Understanding what occurs during a successful coaching intervention will improve the effectiveness of coaching as an implementation strategy. Future research should focus on which processes and patterns make coaching more likely to promote specific implementation outcomes.
在医疗保健组织中，组织教练以促进实施循证干预措施的做法越来越受欢迎。为了揭开教练实施的“黑箱”，我们首先开发了一种实施教练模型，然后对其严谨性和实用性进行了测试。
对九位经验丰富的教练进行了访谈，并进行了归纳编码，以开发实施教练模型。之后，使用基于该模型的预设代码，对俄亥俄州、威斯康星州和佛罗里达州的 40 个行为健康组织的教练电话进行了定向内容分析。
这些电话中的教练工作与我们团队开发的实施教练模型非常吻合。大多数教练工作都致力于建立能力；几乎同样多的工作重点是建立关系。很少有教练工作致力于建立可持续性。组织变革和实施工具的使用在所有教练期间都相对保持一致。
了解成功的教练干预措施中发生的情况将提高教练作为实施策略的有效性。未来的研究应侧重于哪些过程和模式使教练更有可能促进特定的实施结果。
