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Grounded Theory Overview
Dave Stachowiak, Ed.D.Innovate Learning, LLC
About Me
Dale Carnegie Training (since 2004) Innovate Learning (since 2006) EDOL alum – July, 2011
What Is Grounded Theory?
Qualitative methodology The process of developing a theory that is
grounded in the experience of practitioners in the field, rather than the research literature (Leedy & Ormrod, 2005)
Useful when there is little or no prior research
Useful to study a process used by a group (Creswell, 2007)
The Players
Glaser (and Strauss - originally) You start with nothing – not prescriptive
Corbin and Strauss (2008) Researcher discovers theory in the data
through a structured process
Charmaz (2006) How you the researcher interpret and
construct theory is just as important as how study participants do
Corbin and Strauss Process
Open coding Developing categories http
://www.youtube.com/user/GrahamRGibbs#p/u/17/Dfd_U-24egg
Axial coding Interconnecting categories
Selective coding Decide what’s important and build the story
Why I Used Grounded Theory
Limited research on executive coaching and virtually none on MBTI and coaching
Research question about process What is the process by which executive
coaches use the results of the MBTI to develop coachees? (Stachowiak, 2011)
Data Collection – Stage 1
Online survey to screened for sample population characteristics 169 survey responses 31 qualified for stage 2 and 26 agreed to be
contacted 15 interviews conducted
13 women, 2 men Representation from 8 states, Canada, and UK
Data Collection – Stage 2
The 15 participants greatly exceeded the screening requirements of the study: Average 67.3 hours (9 hours was required) Average 81.3% of coachees with P&L
responsibility (50% was required) Average 87.3% MBTI Use (33% was required)
15 study participant interviews conducted via phone and recorded/transcribed
Grounded theory analysis completed
Results
Causal Conditions
• Help the Coach Work More Effectively
• Respond to Organizational Goals
• Support Type-Different Coachees
Raise Awareness
• CENTRAL PHENOMENON
• Self-Awareness• Organizational
Awareness
Strategies
• Discuss and Plan Actions
• Implement Action Steps
Consequences
• Gives Language to Coachee
• Coachee Receives Growth
• Organization Receives Benefit or Loss
Context
Default to MBTI Utilization
Administration by the Second Meeting
Preference for the MBTI Step II
Self-Discovery Process
Intervening Conditions
Coach’s Knowledge of Psychological Type
Type Preference of Coachee
Neutrality of the MBTI
Data From Other Instruments
Three Pieces of Advice
Start now if you can (literature review) Perfectionism will kill you Decide what you want from the degree
Life After the Degree
Coaching skills development Training/facilitation/consulting Coaching Skills for Leaders podcast
Faculty opportunities Productivity and technology coaching
TechCouple podcast
