Companies that
invest in coaching are interested in ensuring the money is well
spent. Clients who hire a coach want to know the investment is a
smart one. Coaches building their business after business coach
training, career coach certification, executive coaching
certification and life coach training want to share information on
the impact of their services.
During
coach training
researching the studies that are available on coaching provides great
insight as to what is measured and how it is measured. TIP: Simply go
to Google and enter “Coaching ROI” or “Efficacy of Coaching”
or “studies
on coaching”
and review the information.
For coaching
programs inside of organizations, managing an evaluation process is
smart. Understanding the evaluation process is also vital to coaches
after business coach training, career coach certification, executive
coaching certification and life coach training. The first step is
determining what you want from the coaching itself and what you want
from evaluating the coaching.
- Start with Objectives
Coaching Goals
-
- Bottom-line impact – for example: sales numbers, turnover costs, productivity metrics, profitability
- Behavioral Change – for example: specific leaders developing skills that impact outcomes
- Cultural Change – for example: employee engagement and employee satisfaction metrics
- What are the reasons for measuring?
- Prove – specifically, to prove the coaching is making a difference
- Improve – to learn how to improve the coaching program
- Learn – to learn about what is happening as a result of coaching
Coaching Measures
- What will you measure?
- Action – this means tracking specific actions ties to performance metrics
- Feelings – this is often simply having the coachee give their feedback in a qualitative format
- Feedback – often pre and post 360 evaluations provide excellent feedback
- Dollar Impact – this means tracking the bottom line and determining what percentage of change is attributable to coaching.
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