Coaching Research: How do we Measure Impact

by MICHELLE BOSTIAN

Measuring personal growth and effectiveness is a nebulous and challenging task. The impact of executive coaching has long been a space where we KNOW we are making a difference and still have a hard time measuring in a quantitative way.

Numerous factors influence feelings of autonomy, engagement, belonging and performance. Physical health, personal relationships, workplace culture are just a few factors we can’t erase when evaluating and measuring the benefit of coaching. We know executive coaching is making a difference. Participants in coaching overwhelmingly report finding it to be an effective development tool, and it’s hard to pin down the depth of the value and tend to look for quantitative data as a best measure of impact.

If we focus on the numbers alone to tell the story of success, we are missing the opportunity to fully appreciate the difference coaching makes. When shopping for just about anything from selecting a vacation destination, purchasing a comfortable car, to brewing a better blend of coffee, we rely on quite a few qualitative measures as well. We read reviews and seek the collective subjective opinions of others to inform us. There is true value in measuring the personal stories of impact and the emotional endorsement of professional coaching.

Surveys with qualitative data and personal stories of self-discovery, deep joy and sense of personal purpose create a fuller picture of the engagement, retention, and performance benefits of coaching not only to organizations but to the individuals they employ.

Executive coaches have an ethical responsibility to ensure quality coaching process and measurable outcomes. This is facilitated through adherence to the International Coach Federation Code of Ethics, assessing and evaluating impact, as well as ongoing personal and professional development. Expect your coach to ask you for feedback during each session and periodically throughout the engagement. Ask your coach what sorts of development opportunities they are engaged in formally and informally. Find out what they are reading or what coaching communities they are networking in to gain a sense of their accountability to best practice. Your coach should be collaborating frequently with colleagues to enhance skills and deepen learning.

Finally, one of the best ways for coaches to ensure the best potential for impact is to participate in mentor coaching and collaborative discussions with other coaches for feedback and insights. Triad Coaching Coalition and Cone Health are contributing to the powerful outcomes of coaching through providing for collaborative discussions and learning September 21st, 2023 at Cone Health.

More about Michelle Bostian

Michelle’s career has included deep experience in design and delivery of custom leadership development programs, change management, strategic team alignment and team coaching. Michelle believes in the innate capacity within all individuals to leverage strengths, discover purpose and achieve success.