Reported Benefits of Coaching
Common questions around coaching at work are:

  • How can the value be measured?
  • Is the “feel-good” factor worth the investment?
  • Can it actually make a company more profitable?

There are growing amounts of statistical information available about the benefits of coaching:

A Fortune 500 firm recently engaged a professional services firm that provides clients with performance measurement solutions to determine the business benefits and return on investment for an executive coaching program.

The survey found that coaching produced a 529% return on investment and significant intangible benefits to the business.

77% of the 30 respondents indicated that coaching had significant or very significant impact on at least one of nine business measures.

60% of the respondents were able to identify specific financial benefits that came as a result of their coaching.

The Industrial Society produced a report based on a survey of 5700 HR specialists.

The main benefits of coaching to the recipient were found to be:

  • Generates improvements in individuals’ performance/targets/goals
  • Increased openness to personal learning and development
  • Helps identify solutions to specific work-related issues

The main benefits to the organisation were found to be:

  • Allows fuller use of individuals’ talents/potential
  • Higher organisational performance/productivity

There are a number of ways that a company can measure the effects of coaching on the bottom line.

A data collection process devised by the client and the coaching company can produce valuable conclusions. For example, a questionnaire/interview structure can be used to ascertain from each coachee the specific outcomes and changes they have noticed while working with a coaching program.

The questionnaire measures specific benefits, both “hard” – profits, sales, turnover – and “soft” – well being, loyalty, satisfaction.

The interview process can explore with the client how much of the benefits are due to the coaching.

Another favoured method is to implement a 360 assessment before and after the coaching, and perhaps at intervals of 6 months to 3 years subsequently, as the culture in the workplace will evolve over a period of time due to the new coaching skills of its managers.

The most successful ways of measurement result from exploring thoroughly with the client exactly what they want the coaching to achieve before a deal is struck.

How many coaching organisations offer a money back guarantee?
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