Evaluation and Effectiveness of Coaching

As the growth of professional coaching increases, there is a growing demand for evidence of its effectiveness as organizations look towards external coaches to develop their high-level executives.

Until recently, research measuring the return on investment from coaching were not available, however, we now have access to these studies which are able to answer why there is an emerging need for business coaching.

The return on investment is based on the value of a high-level executives capabilities and potential before and after coaching. These values are seen in noticeable improvements in level of skill, improved performance and clarity in decision-making. The intangible areas which are not so easily measured are those of improved relationship and building of networks with direct reports and management within the company. As soft-skills improve, there is less stress and staff are less likely to burn-out or feel demotivated. With less staff turnover a company is more likely to move forward and achieve its collective goals much faster.

The Impact of Executive Coaching and 360 Feedback on Leadership Effectiveness

From the Leadership and Organization Development Journal Vol 23, No.3, pp. 205 - 214. (Thach 2002). Action research study that tracked 281 executives participating in a six month coaching and 360 process.

Results suggest that the combination of multi-rater feedback and individual coaching increases leadership effectiveness up to 60% according to direct report and peer post-survey feedback.