Is TPACK framework effective for Executive Coaching?

Reference:

Harris, J., & Hofer, M. (2011). Technological pedagogical content knowledge (TPACK) in action: A descriptive study of secondary teachers’ curriculum-based, technology-related instructional planning. Journal of Research on Technology in Education, 43(3), 211–229. https://doi.org/10.1080/15391523.2011.10782570

Annotation:

Judith Harris and Mark Hofer (2011) examined how experienced teachers plan instruction that effectively integrates technology with content and pedagogy. Through qualitative interviews, unit analyses, and reflective journals, the researchers found that teachers’ use of technology became more conscious, strategic, and student-centered after participating in professional development focused on content-based “learning activity types.” Teachers began selecting technologies not for their novelty but for how well they served learning goals, demonstrating that effective integration requires understanding the nuanced “fit” between tools, content, and learners.

The study introduced a replicable framework for developing adaptive expertise through reflective planning and design thinking principles that extend far beyond education - hence why it is relevant to executive coaching!

For leadership and management consultants, Harris and Hofer’s study offers a powerful parallel to the challenges of coaching and organizational learning. Their methodology is deeply interpretive, reflective, and evidence-based which mirrors the way executive coaches guide leaders through awareness, experimentation, and refinement. By mapping how teachers evolve from “technocentric” to “learner-centric” thinking, the research models how leaders can move from “tool orientation” (e.g., implementing AI dashboards or engagement platforms) to behavioral fluency like integrating technology with strategy, culture, and context.

The study’s TPACK framework can be adapted for leadership enablement, where:

content = strategy

pedagogy = leadership approach

technology = tools

These facilitate decision-making and communication. HR professionals can use this lens to design more effective coaching interventions shifting from system implementation to skill integration, much like educators learned to shift focus from software features to meaningful outcomes.

Traditional Executive Coaching example:

Coach: “You’ve mentioned frustration with your team’s resistance to the analytics platform. What emotions come up for you when you see that resistance?”
COO: “It feels like they’re not moving fast enough, like they’re clinging to old ways.”
Coach: “What leadership behaviors could help model the adaptability you’d like to see?”
COO: “Maybe I could be more transparent about my learning curve too.”
Coach: “Excellent. Let’s develop a communication plan that frames your learning story and sets expectations.”

Result: The coach helps the leader become more self-aware, emotionally intelligent, and strategic in communication, but the technology integration challenge remains largely unaddressed.

TPACK Framework Executive Coaching Example:

Coach: “You’re leading a transformation that depends on your team’s ability to use data strategically. Let’s explore how your communication methods and tool use align with that goal.”
COO: “I’ve asked them to adopt the dashboard, but they still default to old reports.”
Coach: “That’s an example of a content-technology gap. What if we designed learning sessions that focus not just on using the tool but on interpreting data for strategic decisions? You could co-facilitate those sessions modeling the kind of data-driven thinking you expect.”
COO: “That makes sense. I can use our next operations meeting to walk through how I’m using the data for forecasting.”
Coach: “Exactly. That integrates the technology into your leadership pedagogy turning the tool into a platform for shared sense-making, not compliance.”

Result: The coaching moves from personal reflection to adaptive system design aligning how the leader teaches, communicates, and models behavior through the actual technology being adopted.

Coach’s Focus:

• Technology = digital tools and data systems being implemented.

• Pedagogy = the coaching approach or facilitation method (how the leader learns).

• Content = the business strategy, goals, or leadership outcomes being developed.