Return on Investment
Success in coaching is not easy to measure. Improved communication and the effect on the efficiency of a department are not as easy to determine as e.g. higher turnover. Graham Hoult offered a way to do this in his presentation during a conference.
Evaluation of coaching always asks for instigated changes. Self-assessment and assessments by others in the system can be used. It is essential to get a clear picture of the situation at the beginning, e.g. with rating scales for coachee and his manager to describe the pre-post-situation.
Mandatory questions for an evaluation:
- Which coaching situation is to be described?
- Which are the parameters to be measured?
- Which data is already available?
- Which data still has to be accumulated?
Calculation of Return on Investment:
- Which change was due to the coaching?
- Which immediately noticeable improvements were visible?
- Which immaterial improvements can be deduced?
- In the coachees opinion: how much of this is due to the coaching? How sure is he with his estimation?
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