ROI & Executive Coaching
One of my coaching clients is trying to figure out how to report the outcomes of the coaching process to her boss. Not unusual. Organizations and bosses want to know what they’re getting for their money when they retain a coach. Many organizations require some indication that something has changed for the better: that the leader is more effective for the time and money spent.
It’s difficult to quantify the impact of the behavior changes, at least in the short run. Did the leader’s new ability to take a deep breath and ask questions before barking a directive substantially impact the bottom line? Did a leader’s ability to pinpoint a micro-managing style and instantly shift approach result in increased sales? How about a technical expert promoted to leadership who has learned to move away from solving everyone’s problems to transferring his skill and knowledge into developing expertise in others? What about the leader who avoided conflict or quelled controversy who now invites divergent points of view to be explored and understood? Will this new approach lead to innovation and new products or improved service?
Filed in: Executive Coaching
