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This paper presents a conceptualization of trust in the coaching context. Despite the vast presence of prescriptive literature, research exploring the process of coaching is minimal. In order to achieve coaching outcomes trust must be established; however the role of trust in the coaching relationship seems to be implicitly understood and remains unexplored. In light of the gap in knowledge, this paper focused on trustworthiness factors that contribute to trust development in the coaching relationship and introduced a trust model based on three critical factors for trust development: ability, benevolence, and integrity. The model could be utilized by coaching professionals in order to effectively develop, promote, and sustain clients' trust. The paper also presents a practical application of the model.
INTRODUCTION
Over the past decades, the business environment started recognizing the impact of trust on organizations' strategic success and its significant contribution on acquisition of competitive advantage (Castaldo, Premazzi, & Zerbini, 2010; Schoorman, Mayer, & Davis, 2007; Sherwood & De Paolo, 2005). The research has generated considerable evidence on trust's numerous benefits for both individuals and organizations (Kim, Ferrin, Cooper, & Dirks, 2004). The importance of trust has been further recognized in leadership, performance management, job satisfaction, knowledge sharing, and organizational commitment (Castaldo et al., 2010; Hatzakis 2009; Lee, Gillespie, Mann, & Wearing, 2010; Mooradian, Renzl, & Mateler, 2006; Lount, 2006; Mayer, Davis, & Schoorman, 1995). Also, increased workforce diversity among organizations has reinforced the importance of trust (Mayer et at., 1995).
Trust is a key element in every social interaction which provides the foundation for effective relationships (Hardin, 2006; Reina & Reina, 2006). For example, professional relationships are more productive and less costly when trust is established (Lount, 2006). The decision to trust an individual is a complex cognitive and affective process involving various factors, from estimates of potential costs versus rewards and personal vulnerability to expectations of individual's benevolence in an exchange characterized by future uncertainty (Kenworthy & Jones, 2009).
In the coaching setting, establishing a relationship of trust constitutes a first step in the coaching process that allows the relationship to grow and flourish while increasing the likelihood for elevated performance (Baron & Morin, 2009; O'Broin & Palmer, 2010; Peterson, 1996). Nevertheless, little research currently exists and has been dedicated to...