Last week, I came across an interesting article about evaluating the effectiveness of coaching by Elouise Leonard-Cross over at www.TrainingZone.co.uk. Training Zone is a great site for corporate training professionals, which just like this blog, allows you to interact with other professionals by leaving your comments. Here's the comment I left:
"I have found that giving the client the responsibility for knowing what success would mean to them and how they will evaluate that can be a great deal more powerful than offering any kind of set evaluation approach.
- How will they know that their investment in coaching was a good one?
- How will they recognise it when it happens?
- And how should the coaching programme be set up to best meet these requirements?
- What are the check in processes along the way?
- How will they know they are on track?
The other vital piece of questioning around evaluation is about sustainability because that often challenges the organisation to shift as well as the few people going through the coaching programme. Coaching is a great way to waste money if the organisation is not prepared to put in place the changes that would support an ROI!
It may well sound like a cop out in terms of rigorous ROI measurement but asking for a strong set of desired outcomes and how the client will recognise those can I believe be a powerful and cost effective way of evaluating coaching."
What do you think? How do you measure coaching ROI - as a coach and/or a 'coachee'? To leave your comments, simply click on the 'Comments' link below this post and fill out the form provided.
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