The purpose of this thesis was to get a deeper insight into which challenges and opportunities foremen in Betonmast experience as new leaders in an acquired company. Based on interviews with foremen, we have proposed coaching as a potential challenger for the leadership development course, soon to be initiated by the company’s HR-director. Thus, this thesis highlights how a development program and coaching can support foremen when they experience challenges with the leadership role. This thesis was conducted using a qualitative method, and the research question is explored by using an inductive approach. The findings are based on interviews with eight informants, five from the construction company and three from the external coaching company. Our findings indicate that it is beneficial to combine both leadership development program and coaching to support foremen to undertake the leadership role. The program will be an important step in the transition from buddy to leader, because the leaders will need to clarify what is expected of them in the company. Furthermore, coaching may support this initiative by providing them opportunities to explore the personal leadership. The program may provide training and acquiring new skills in order to get undertake the leadership role. It may be the place where the new leader’s identity is created through social interaction. Still, it is not given that everyone will feel comfortable with discussing personal challenges in a larger group where the tutor can affect one’s career. External coaching can focus on creating a safe and open space during one-to-one conversations.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||107|