The efficacy of coaching is directly impacted by the coachee, the coach, the organization, and external factors. This adds to the complexity of measuring (and advance awareness of these factors also creates the opportunity to maximize the possibilities for an effective coaching process).
- How will you account for influencing factors?
- Coaching Relationship
- The number one indicator of success in coaching is the rapport between the coach and the client. (For this reason both providing information on the value of coaching and also engaging the individual coachee in selecting their coach are best practices.)
- Length of Time
- Change takes time and how long the coaching has been happening directly impacts outcomes.
- Individuals who are resistant to feedback or complacent are less coachable. This means it will take more work and a skilled coach to fully engage them in creating meaningful change.
- Individuals who are highly motivated will have the greatest results.
- Quality of Coaching
- The coach-specific training and coaching competencies of the coach directly impact their effectiveness.
- Organizational Support
- When an organization supports change verbally, logistically, and functionally the coaching outcomes are enhanced.
- Factors outside of the organization, the coachee, and the coach may impact the measurements. For example, a stock market crash, war, the economy, an election, industry changes, etc.
Prior to starting the coaching, the ideal is to ensure the program design best supports outcome. With each of the above, explore the opportunities for the best possible outcomes and design the processes accordingly.