Providing Talent Coaching Model in Government Organization Using a Combined Approach of Thematic Analysis and Fuzzy Delphi

Document Type : Original Article

Authors

1 Associate Prof. in HRM, Human Capital Institute, Command and Staff University of I.R.I Army, Tehran, Iran

2 MSc. in Business Administration, Islamic Azad University, Science and Research Branch, Tehran, Iran

10.22080/shrm.2026.29265.1766

Abstract

Talent coaching plays a pivotal role in identifying, nurturing, and strengthening the capabilities of high-potential individuals. Nevertheless, a fundamental question arises: who can act as an effective talent coach, and with what personality traits, knowledge, expertise, skills, and within what organizational context? This study seeks to develop a talent coaching model in public sector organizations. This research adopts a mixed-methods design with a developmental–applied orientation and an exploratory approach. The study was conducted in three stages: (1) a systematic literature review and expert interviews, (2) qualitative data analysis using thematic analysis with a theme network approach, and (3) validation of the identified components through the fuzzy Delphi method. The statistical population consisted of academic experts and managers in public sector organizations. Using purposive judgmental sampling, 18 experts were selected. Data were collected through semi-structured interviews and a two-round fuzzy Delphi questionnaire. The thematic analysis revealed 23 sub-components of talent coaching, which were classified into three major dimensions: “the essence of coaching,” “the coach’s toolkit,” and “the coaching ecosystem.” The “essence of coaching” dimension refers to individual-level attributes and competencies, including coaching-oriented personality traits, professional knowledge and experience, and communication capabilities. The “coach’s toolkit” highlights essential skills, certifications, and standards, including professional coaching certificates, technical coaching skills, and familiarity with coaching methodologies. The “coaching ecosystem” encompasses organizational enablers, including coaching-oriented strategies, enabling structures and processes, and a supportive coaching culture. This study enriches the body of knowledge by conceptualizing talent coaching and proposing a comprehensive model that has received limited scholarly attention. The model integrates individual, professional, and organizational levels, thereby offering practical insights for managers and HR specialists. It clarifies the essential traits, knowledge, training, certifications, technical skills, and organizational conditions required for individuals to function effectively as talent coaches in public sector organizations.

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References

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Journal of Sustainable Human Resource Management
Volume 8, Issue 14
May 2026
Pages 240-266

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