How well does coaching work ?
Evaluation in the coaching and mentoring industry is put being put under the microscope of late.
As Dr Bob Garvey, of the Mentoring and Coaching Unit at Sheffield Hallam University said, “As the coaching and mentoring industry continues to grow, more and more coaches and their clients are looking for effective ways of evaluating their coaching programmes.
“Evaluation benefits clients in that it allows them to ascertain the benefits of any coaching programme they have been using – and even to compare it against more traditional methods of training. It’s useful for coaches too, in that it shows them both their strengths and areas that could do with more work or experience.”
This question is addressed to all the coaches we have on Linkedin and also to other members who have been coachees at one point of time.Do you think coaching is really effective?Has it helped you achieve your goals which you set out for yourself?
Thank You .
Luis K. Ayala
Application Development Group Supervisor at IE DIscovery
You pose two questions, so I offer two answers.
1) Do you think coaching is really effective? A: It can be very effective, but in order for that to happen it needs to have a willing/eager “coachee” (trainee) and a skillful coach.
2) Has it helped you achieve your goals which you set out for yourself? A: Not always, but even in situations where I did not achieve the exact goals I wanted, the lessons learned through the coaching experience justified going through the process.
I think that consciously or subconsciously we are all coaching and being coached throughout the day. We lead by example and often follow the example set by others. When you get to choose which examples to emulate (from whom, and get their support), and you are prepared to make personal changes, coaching can be very enlightening.
Hope this helps,
CEO: JS&M Sales & Marketing Inc.
Coaching works. People want to know that there is someone who cares and on their side. But for coaching organization, there are problems. One is that they can only coach so many people before they have to hire others to do the coaching. I have found using recorded audio to solve this problem. I’m Michael Senoff the Founder and Executive Editor
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George Anderson, MSW, BCD, CEAP
Anger Management/executive Coaching for Physicians
The effectiveness of coaching depends on a number of factors:
1).The Training and skill of the coach.
2). The Motivation of the participant.
3). The Participants readiness for change.
3). The Coaching curricula/material used.
I provide Executive Coaching/anger management for “disruptive physicians”. I use a battery of non-pyschological assessment instruments which includes a Pre and Post Test. This test also determines the participants level of motivation to change.
If at the beginning of the assessment, the client is not motivated to change, in lieu of coaching, the client should be offered “motivational interviewing” to prepare him or her for change.
All coaches should use a pre and post test to ascertain the usefulness of the intervention provide.
Physicians are execellent clients who tend to value learning.
George Anderson, BCD
Everyone is a coach and a trainee in real life. A coach does not closes his ears/heart/brain to learn anything new. So at the same time a coach or trainer is a trainee too. Best way of measuring the benefit is the result. Every coaching has a goal and timeframe. If the goal is achieved 100% withing that timeframe, coaching is 100% effective else the effectiveness varies between 0-100. True that the traditional methods of coaching are not as effective as the non-traditional ones. My percption is every trainee requires a different set of coaching or training. The same coaching or training can not be 100% effective for a group. The effect of a training in a group will always vary from trainee to trainee. So ultimately it is one to one coaching that can produce 100% results provided the coach has the ability to understand the focal point required for each of the individual trainee in a group.
Clarification added 3 days ago:
Coaching is a marvellous activity to enable someone achieve something that seems to be unachievable. Every man and woman is a coach in his own wisdom, experience and knowledge that increases with the increase in these 3 factors. Straight cut evaluation of coaching can be done by the degree of achievement for the purpose of which coaching has been imparted. A coach may not always succeed in achieving 100%. A general misconception among coaches is that they apply the same formula/pattern for a group. All members of a group may not be at the same level of perception/absorption/preparedness and the same formula or set of instructions or training may not bring them up to the same level, hence coaching or mentoring at one to one level is much more beneficial initially to bring a group to a certain level from where they can be driven together to achieve higher goals/targets.
Senior Sales and Leadership Techniques Expert Designer.
Yes it works and it works for both parts: for the coachee and for the coach.
In my experience as a sales coach, I notice the results that in my clients with the following measurements:
About the coaching structure:
She or he:
-returns or calls back to the 2nd session
-stays for a month, three months, a year, then three years
-pays on time
-arrives or call on time
…in shorts, he takes care of the coaching process.
About the coaching content, the coachee is:
-honest about the breakdowns he’s experiencing in his sales domain (he doesn’t test me if I know or not)
-he has pressure (from his company, wife or pocket in getting results fast)
-the way he talks is that he assumes responsibility of his own situation (it’s not ‘outside him’: the boss, the product, the company or else)
-starts ‘thinking’ the REAL ‘thinking’, not just having thoughts (you know? that kind of look saying: ‘maybe he’s right’ or, and this is crucial, ‘I haven’t thought about it in that way’ or ‘OMG!’ or sharing ideas about that he knows what he must do in order to sell)
-starts taking action
-stats getting results
-starts earning money
-has a mini breakdown but, recovers quickly
-maintains action, less distractions, more focus, more effective actions
BUT is a process and it contains setbacks and disappointments.
For me is a learning process, always. For my clients is a discovery, awareness, action, earning money process.
Clarification added 3 days ago:
…and I agree with Luis answer.
Also, in my own interpretation, the coaching industry is a teenager and soon it will arrive to the majority of age.
So all the evaluations, serious evaluations that can do to coaching are welcome.
Partner, The National Writers Group, LLC
It takes both parties — the coach and client — committed to the endeavor and open to the reality that no plan of action survives, intact, the first encounter with frustration and human foibles.
We coach public speaking — an act feared more than death — and whether we’re working one-on-one with a high-level government official, or a small group of executives in a modestly-sized company, or someone who is trying to overcome the jitters or outright phobia of making an acceptance speech, we stress patience, flexibility, and practice as keys to success.
Coaching, at least in our field, is more art than science. It’s effective when the client and the coach click … when there is that “aha” moment that both recognize. It’s completely, and predictably, ineffective, when either party (or both), come at the problem with a “take no prisoners” approach.
A good coach finds the client’s comfort zone and works within it, gently pushing the edges, building confidence and/or skill a little at a time. Done that way, coaching can be very effective, and tremendously rewarding, both for the client and the coach.
Frank (Francesco) S. Adamo
The Godfather of Effective Communications
As with most of the answers so far, coaching can be quite effective — certainly for the coachee if he/she has a good coach and can be effective for the coach if he/she is a great listener and a learner. You also have to accept mistakes as a coach and sometimes we will make mistakes.
People can use coaches even if they, themselves, are coaches. It depends where you are at in life. Right now, I’m helping coach a group in career transition. Someone in career transition (and I’ve been there) can have difficulty focusing on their goals, how to understand their strengths and weaknesses, etc. They need guidance from an outside, objective, view.
In my opinion, and coming from a chemistry background, I believe a coach is a catalyst — an inert object that is added to chemical to start a reaction. Without a catalyst, the reaction won’t start.
In the same way a person who needs a coach can’t restart his/her life without that catalyst. That’s why a coach (catalyst) is so important and effective if he/she is there to help the coachee gain focus, goals and passion.