Is coaching worth it? What value will it bring and how can it be measured?
It is important to demonstrate tangible links between spend and personal or business benefits. An evaluation process helps make investment decisions and identifies what value the intervention provides e.g. tangible business results, intangible benefits, cost incurred and return on investment, however, it is often difficult to attribute results directly to coaching.
Donald Kirkpatrick’s evaluation model provides a useful guide to evaluation, outlining four levels that can be applied to the measurement of coaching effectiveness:
EFFECTIVE MEASURES FOR INDIVIDUALS:
EFFECTIVE MEASURES FOR ORGANISATIONS:
Ultimately the organisation wants to know if coaching meets the desired outcomes of a coaching programme or by implementing a coaching culture. The best measure of success is set by the sponsor and coachee in terms of actions, behaviour change, outcomes, outputs, business results and value created for the business.