EXECUTIVE COACHING - GETTING VALUE FOR THE BUSINESS

Defining objectives for the coaching

Where the coaching is being funded by a company, it is vital to establish the outcomes the company wants. It is all too easy to go into a coaching assignment with an unclear remit. Matters of confidentiality may also be complex and must be established in advance.

Some firms provide executive coaching as a benefit to important staff and partners, to help with retention and job satisfaction, and are happy that the coachee works to their own agenda. They are confident that the coaching will have a positive effect on performance but do not need to quantify this.

Other firms have a clear remit for the coaching and know what improvements they wish to see.

We suggest that firms establish clear objectives for the coaching before the individual Executive Coaching process starts. We can help you define these objectives.

Measuring the effect of the coaching

We also recommend working out in advance how you are going to measure the effect of the coaching. This is an area we can help with.

Many professional firms have in place records of chargeable hours, although we would not recommend focusing exclusively on this area if you want long term overall business improvements. If you already have in place 360 degree performance appraisals, this can provide good feedback in the "softer" skills.

Evaluation methods which may be used include:

• Feedback from the people being coached
• Review against objectives set for coaching
• Feedback from line managers/peers
• Feedback from people the coachee manages
• Feedback from clients
• Financial measures

Where a company or department wide coaching program takes place, feedback from employee attitude surveys and staff turnover rates can also be useful.

See also Executive Coaching - the Evidence