How to Measure the Effectiveness of Coaching

How to Measure the Effectiveness of Coaching

What exactly is effective coaching? To answer this question, clear outcome objectives need to be clarified at the onset of coaching to effectively measure success. As coaches, we support a coaching process that creates intrinsic behavioural transformations by improving employees and their leader’s approach to working. This guided approach provides results, a solid impact on the bottom line of a business and highlights the true value to the business processes and the team.

We have written a lot about the benefits of coaching for your company, you can read more on that hereyou’ve seen how it can transform leadership, work related processes and core communication within your team, but how can the effectiveness and those many successes be measured?

The measure of success wholly depends on what success looks like for each individual company and what they hope to gain in the long-term from a coaching program or a complete coaching culture overhaul. A good start for measuring effectiveness needs to begin with the draft and definition of solid goals and outcomes before the coaching program commences.

So, what are some other ways the effectiveness of coaching can be measured successfully? Here are some points to consider…

Is the Overall Objective in Progress or Has it Been Completed?

One of the most successful ways of measuring the effectiveness of coaching is simply reviewing if the goals set out in the initial stages of the coaching have been achieved in line with the company objectives and needs. It is critical to define exactly what success looks like in the early stages to allow it to be recognised and measured in the later and end stages.

How Has Overall Employee Performance Improved on a Subjective Level?

How has employee performance improved at a base level? On the face of it, are employees generally on board, willing to adopt a coaching culture or able to work through their individual barriers with a view to improving themselves and the company collectively?

Ask for Feedback

Regular feedback requests have many benefits, here are just two: honest feedback will not only help head office to evaluate and measure the overall success of the coaching program and if its principles have been fully adopted by the team but also gives a chance for key employees to have their say and provide a chance to recalibrate the coaching approach as it is being provided.

How Have Internal Operations Improved?

How have the internal processes within the company improved? For this you need to take a wider view and a more complete look at the company. Have workflows, productivity and output been boosted and consistently maintained over a set period of time? Has customer service improved? Are company goals being met?

Staff Wellbeing

How have things improved for your staff? Have they adopted a new culture and has there been a boost in communication and improvements in leadership styles?

Assess Capital

Another measure of effectiveness is quite simply return on investment. Have the processes which have been implemented boosted the overall ROI in comparison to the cost of coaching or when measured over a specific timeline? Is the business working in a more agile way with an increase in productivity?We hope this has given you some food for thought on ways you can successfully measure the effectiveness of coaching. If you would like some more guidance on coaching, please take a look at our resources here or reach out to us for a one on one call with a member of our team.