Friday, February 15, 2008

"Coaching might have a significant and important influence on the results achieved by companies, but there is virtually no hard evidence to prove it."

Last October, I wrote about the connection between corporate coaching and return on investment. Recently Gary Platt posted an excellent article on the British site of The Training Zone entitled: Coaching: A Faster Way to Lose Money Than Burning It. Not only is the article well written but the ten comments to date are well presented as well.

n the 2005 CIPD report it states; 'Coaching isn't a cheap option. There are significant costs involved in implementing coaching initiatives - so what might be the best way forward for coaches and host organisations to ensure that the former is behaving ethically and the latter is spending its money sensibly? I propose asking two very simple questions which either party could pose at the early stages of proposing and contracting and I suggest that these issues are recorded in any agreement between the parties.
"Like virtually every other form of HR development in the UK the predominant approach to assessing effectiveness (of coaching) is anecdote, opinion and, as the CIPD defines it, 'beliefs'."

The first question is why? Why do you want to introduce coaching? What is the intention and purpose? . . .

The second question is how: how will success be measured? How will progress be tracked during and after the introduction of coaching? The answers to the first question will provide the focus of this, but it is important to set formal methods for assessing movement towards the targets outlined.

Thank you Gary!

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