Staff
Natalia Fey
Natalia Fey is a final year doctoral candidate at the Department of Management and Organization and is a member of the Area of Strength Leading People for Growth and Well-being. Natalia's doctoral thesis explores innovative approaches to coaching for leadership development in emerging and/or little-studied local and global organizational contexts, such as self-managing organizations and international development organizations. In her research, Natalia Fey investigates the key active ingredients of coaching and the key mechanisms that make coaching work for leaders and organizations.
In particular, in the first conceptual study of her doctoral dissertation, ”How global leaders learn from international experience: Reviewing and advancing global leadership development” , published in Advances in Global Leadership, Natalia takes a learning perspective on leadership development. She conceptualizes global leader development as a learning process from international experience by identifying key individual and organizational-level enablers and key learning mechanism of global leader learning. The study identifies coaching as an important organizational level enabler of global leader learning.
In the second, empirical large-scale dyadic longitudinal study, Natalia and her co-authors examine intercultural leadership coaching success factors by studying 107 intercultural leadership coaching dyads of leaders working for the UN agencies and international development organizations and their senior coaches, together representing 74 nationalities. Natalia applies set-theoretic Qualitative Comparative Analysis (fsQCA) to identify multiple configurations of core conditions leading to high coaching learning.
In a third co-authored study of her doctoral dissertation, “How peer coaching fosters employee proactivity and well-being within a self-managing Finnish digital engineering company”, Natalia conducts a pioneering in-depth inductive study of an innovative peer coaching system designed to support employee proactivity and well-being in a self-managing Finnish digital engineering company. One of this study's most interesting and novel findings is evidence that peer coaching can substitute for middle managers in a self-managing organization. This study is published in Organizational Dynamics.
Natalia Fey's research interests include leadership development, intercultural leadership coaching, cultural intelligence, transformational learning, responsible leadership, and responsible leadership development. In her doctoral research, Natalia leverages social exchange theory, transformational theory, Theory X and Y. Her single and co-authored work was published in Advances in Global Leadership and Organizational Dynamics. One of Natalia's most inspiring scholarly journal is Leadership Quarterly and she is interested to publish her future work there. Her emerging research interest include:
You are welcome to contact Natalia if similar research topics take up your brain and feel purposeful to your heart.
Natalia is an active member and is a regular presenter at the European International Business Academy (EIBA), Academy of Management (AOM), and Society for Intercultural Educators, Trainers, and Researchers (SIETAR) conferences. Additionally, she is an ad-hoc reviewer for two management journals and a regular reviewer for the EIBA and AOM conferences. She received a prestigious Best Reviewer award at the 2020 Academy of Management Annual Meeting at the International Management division. Natalia has had a successful experience being a session chair at major conferences. At her alma mater, Hanken School of Economics, Natalia served as a doctoral students' representative in the Academic and Research Councils during 2021-2022.
Natalia holds an MBA in International Business from Stockholm University, Sweden, and lived and worked in Sweden and China as a business trainer and intercultural leadership coach before joining academia. She is a certified intercultural organizational coach and draws on more than 15 years of professional intercultural coaching, training, and teaching experience. She founded a start-up Multicultural Lab where she tests her research ideas.
Natalia highly values research collaboration with the research-intensive innovative companies interested to develop a mutually beneficial scholar-practitioner collaboration in the areas of sustainable leadership development, coaching for sustainable leadership development, innovative forms of coaching, and in the areas of diversity and inclusion. Companies are welcome to contact Natalia to discuss their research ideas.