Date of Conferral

12-16-2025

Date of Award

December 2025

Degree

Ph.D.

School

Psychology

Advisor

Binh Ngo

Abstract

Organizations may experience negative impacts, such as the loss of valuable employees and disruptions in team dynamics, when coaching interventions lead to challenges against organizational norms or policies. Coaching industry leaders must understand the negative impacts as indicators of workplace vulnerability affecting employees and productivity. The purpose of this qualitative phenomenological study was to explore how coachees describe their lived experiences of strengths-based coaching (SBC) and its impact on their psychological well-being (PWB). The SBC’s dual outcomes on PWB, using a conceptual framework that integrates positive psychology coaching, Ryff’s model of PWB, and social exchange theory, grounded this study. The participants comprised seven U.S.-based adults aged 35 or older who had received at least 3 months of SBC. Data were collected using semistructured interviews. Interpretative phenomenological analysis revealed five themes: (a) interpersonal processes and identity development, (b) emotional and cognitive appraisal, (c) strengths engagement and application, (d) relational dynamics and social exchange, and (e) overarching well-being outcomes. Positive outcomes were enhanced self-awareness, resilience, purpose, and meaning, as well as the application of strengths and improved well-being. Negative consequences were the marginalization of weaknesses, relational conflict, unmet needs, and negative emotions. Mixed outcomes were ambivalence, identity shifts, and expectation-reality discrepancies. Balanced SBC fosters psychological flourishing but risks vulnerabilities if weaknesses are overlooked. The implications for positive social change include the potential for coaching leaders to use ethical coaching, promote growth, healthier workplaces, and resilient communities.

Download

Share

 
COinS