Coaching Evaluation, Mentoring Evaluation
Coaching evaluation: read Leadership Connections' free, expert advice on coaching evaluation to ensure that you get a high return. Coaching evaluation should follow some simple, common sense steps - read more in this free online guide.
Evaluation of coaching
Much has been written about the evaluation of coaching and there is strong evidence, both anecdotal and otherwise, that the return on coaching is very high.
Our view is that the key to evaluating coaching interventions is to keep it simple and follow some straightforward, common sense steps.
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Coaching guide - contents
Click on the contents headings below to see more on each topic:
One to one coaching - how does it work?
One to one coaching - buying for yourself
Supporting leaders to overcome their obstacles and develop themselves - through coaching and mentoring
Increasing the effectiveness of management teams through leadership team development
Identifying and improving leadership across the organisation through talent management and leadership development
Mobilising large groups for change through creating inspiring conferences and motivational speaking
Increasing the effectiveness of the Human Resources function through HR strategy and skills development
Coaching Guide - How to choose and use coaching
Options for evaluating different types of coaching
Much has been written about the evaluation of coaching and there is strong evidence, both anecdotal and otherwise, that the return on coaching is very high. The difficulty , however, as with measuring any other leadership intervention, is separating out the effect of the coaching from the effects of other things that might be going on at the same time.
Our view is that the key to evaluating coaching interventions is to keep it simple and follow some straightforward, common sense steps.
- Clarify the goals of the coaching before you begin. Some examples of areas you could consider for goals are listed below.
- Agree (or at least communicate) those goals with everyone involved - individual/s, managers and others.
- Discuss and agree the goals with the prospective coach
- Review progress against the goals, as well as whether the goals remain appropriate, regularly during the work.
- At the end of the work, involve all those involved in setting the original goal/s in assessing whether they have been met.
It would be impossible to list all the possible ways to evaluate coaching in this document. The ways to measure it as numerous at the different applications, individuals and contexts that it can be applied to. Some of the more common approaches are, however, listed below.
One to One coaching
360 feedback (formal or informal), performance management data, individual self assessment, Line manager observation/assessment.
Team Coaching
Feedback from stakeholders, staff attitude results (in the area that the team is responsible for), self assessment by members of the team, line manager observation/assessment.
Developing coaching skills
360 feedback data (individual and aggregated), performance management data (individual and aggregated), individual self assessment
Coaching for culture change
Feedback from stakeholders, staff attitude results (in the area that the team is responsible for), self assessment by members of the team.
In addition to the general ideas listed above, measures can be created in relation to any area of performance (quantitative or qualitative) that an individual or group is responsible for and which is the subject of objectives for the coaching. Hard results based targets can and should be part of the evaluation of successful coaching.
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