Developing as Scholars and Writers: Part 3 of 4 -Synthesis

man writing synthesis

The Ed.D. in Leadership program develops you as scholars, practitioners, and leaders. This guide will help you articulate your position through application (Part 1), analysis (Part 2), synthesis (Part 3), and evaluation (Part 4).


Integrating and combining ideas into a new whole. Researchers can synthesize ideas into a thematically written research review. Consultants can create a customized model that integrates ideas from several models. Scholars can develop a position that is based on the work of several researchers.

[1] From the first resource, provide the description and context and break down the parts (analysis). Include a rationale for the parts you select. Cite the source.

[2] From the second resource, provide the description and context and break down the parts (analysis). Include a rationale for the parts you select. Cite the source.

[3] Combine these parts into a cohesive new whole, and share how the new model will be applied in your situation.


[1] In an article on the determinants of a coaching culture, Mansor, Syafiqah, Mohamed, and Idris (2012) listed five areas in which an organization should be strong to truly have a coaching culture: (a) manager commitment to coaching, (b) links between business strategies and coaching/development focus, (c) recognition and reward of coaching behaviors, (d) training for coaches, and (e) a focus on learning and development opportunities. These management behaviors will create and support a coaching cultures.

[2] Clutterbuck (2013) discussed a coaching culture supported and broadened by teams and individuals.  In his article about developing a coaching culture through teams, he explained the need for team and individual development plans with alignment between the coaching focus and the organizational needs. He also noted the importance of the culture having support and encouragement from top management. Clutterbuck (2013) posited that teams are an effective platform for building and supporting a coaching culture throughout an organization.

[3] Combining these attributes of a coaching culture, it is clear that top management must drive the culture through their behaviors. A coaching culture should align coaching strategically with the organization’s other strategic initiatives. An organization with a coaching culture includes coaching both teams and individuals. XYZ Organization’s culture does not include any of these characteristics, nor does it have any systems in place to readily instill them.

Published April 4, 2016



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