coaching horizons

                Evaluating Coaching


                          Coaching evaluation        
  • Confidently assess what coaching is delivering
  • Distinguish impacts and return on investment applicable to coaching from other influences
  • Adopt a well-established, robust and proven evaluation methodolgy, applicable to any type of coaching initiative
  • Gain insight quickly and effectively
  • Draw on the expertise of evaluation specialists
  • Report outcomes using powerful graphical templates
  • Identify options for moving forward

"Clive Johnson was instrumental in evaluating our in-house coaching programme. His know-how and support has been truly invaluable."
~ London Metropolitan Police

                         

We offer an end-to-end coaching evaluation service, using a well-estabished method and recognizing that evaluation studies must usually be tightly time and budget constrained.

Our approach has been refined through client projects and began as a response to earlier research, which revealed that very few organisations could confidently identify the impacts of their investments in coaching. We undertake rapid but robust evaluation, typically over 3-5 days, including comprehensive feedback and reporting. Evaluation projects are undertaken by specialists in their field, meaning that the time taken to gather and analyse data is deliberately kept brief, focusing on what can be quickly collected and analysed.

Efforts to pin down the true value of initiatives designed to develop soft skills, change mindsets and stimulate other intangible transformations have often proved to be elusive. Traditional approaches have often fallen short of assessing the impacts for both individuals and their organisations. However, evaluation can show how the results of coaching align with business drivers, in other words, how they impact on the bottom line. This has been a crucial aspect in the development of our own approach, which combines elements of a popular analysis model commonly used in management consultancy and from a 'balance of probabilities' method used to assess evidence gathered during police investigation.

The heart of our approach is to interpret and correlate a range of data sources to establish both the "what?" and the "why?" of a programme's impact, as well as to provide answers to possible devil's advocate questions. This may include published performance data, savings which can be costed with confidence, insights drawn from anecdotal information, sponsor and staff perceptions. The approach doesn't require control group comparison or for an initiative to have had pre-defined outcome objectives. Attention is also given to what data is already available, the business processes learning initiatives may relate to, and the availability of individuals to participate in a study. Our approach is described in our book Managing Coaching at Work, which also includes a detailed review of other evaluation approaches and their strengths and weaknesses. Download sample report output: sample report outputs).

Our clients include health authorities, insurance companies, large utility and public companies (see case study below). Uses of coaching that we've evaluated include targeted support for inducting new staff, in-house coaching practices and coaching skill training and adoption by managers, amongst others. Please call us to find out how we may be able to help you.

                 Further information



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    Copyright 2012 Jackie Keddy and Clive Johnson