DEVELOPING INNOVATIVE LEADERSHIP USING NEUROSCIENCE COGNITIVE COACHING FOR JUNIOR EXCUTIVE
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Abstract
The objectives of this research were to develop a model of innovative leadership program using neuroscience cognitive coaching for junior executives and evaluate the efficiency of implementing the innovative leadership program using neuroscience cognitive coaching for junior executives. The research sample consisted of 60 personnel of a higher institution in Nonthaburi province, aged over 30 years, having work experience of three years or more. They were randomly assigned into an experimental group and a control group each of which consisting of 30 personnel. The research design was the randomized pretest and posttest active control group. The employed research instrument was the innovative leadership program using neuroscience cognitive coaching, with the duration of 4.5 days, and a test to assess the accuracy and duration of response in doing activities. Data were statistically analyzed using one-way MANOVA and one-way repeated MANOVA.
Research findings were as follows: The efficiency evaluation of using the innovative leadership program using neuroscience cognitive coaching for junior executives showed that the mean score of accuracy in response to the inhibitory control testing activities of the control group after using the innovative leadership program was higher than the counterpart mean score before using the program, while the mean score of accuracy in response to the inhibitory control testing activities of the experimental group after using the innovative leadership program was only a little higher than the counterpart mean score before using the program. The mean score of accuracy in response to the working memory testing activities of the control group after using the innovative leadership program was higher than the counterpart mean score before using the program, while the mean score of accuracy in response to the working memory testing activities of the experimental group after using the innovative leadership program was only a little higher than the counterpart mean score before using the program. The mean score of accuracy in response to the shift of thought testing activities of the control group after using the innovative leadership program was higher than the counterpart mean score before using the program, while the mean score of accuracy in response to the shift of thought testing activities of the experimental group after using the innovative leadership program was lower than the counterpart mean score before using the program.
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