A relationship where a coach supports, collaborates with and facilitates client learning by helping a client to identify and achieve future goals through assessment, discovery, reflection, goal-setting and strategic action. (Brenda Wilkins, Ph.D., University of Montana)

Measuring Coaching Effectiveness -- A study* published in late 2001 looked at the behavioral change, organizational outcomes and return on investment from executive coaching as a leadership development practice.  It included 100 U.S. executives, 66 males and 34 females holding positions of vice president or above, who completed coaching programs from six to twelve months in duration.  The study proposed that coaching translates into action, which translates into business impact, which impact can be quantified and maximized.

Overall the study showed a 5.7 times return on the initial investment in coaching.

The executives who received coaching reported the following benefits as tangible business impacts (% = frequency impact reported):

• Productivity (53%)
• Quality (48%)
• Organizational strength (48%)
• Customer service (39%)
• Reduced customer complaints (34%)
• Company Retention of Executives who received coaching (32%)
• Cost Reductions (23%)
• Bottom Line Profitability (22%)
• Top Line Revenue (14%)
• Reduced turnover (12%)

The executives who received coaching also reported intangible business impact benefits through improved: 

• Relationships with direct reports (77%)
• Relationships with immediate supervisors (71%)
• Teamwork (67%)
• Relationships With Peers (63%)
• Job Satisfaction (61%)
• Reduced Conflict (52%)
• Increased Organizational Commitment (44%)
• Relationships With Clients (37%)

*Study conducted by McGovern, Lindemann, Vergara, Murphy, Barker and Warrenfeltz with Manchester, Inc.