Coachfederation.org/ICFGlobal2012
Coachfederation.org/ICFGlobal2012
“Executive Coaching, Leadership Effectiveness and Business Results:
What’s the real story?”
Willem Jan Hofmans, ACC (Switzerland)
Coachfederation.org/ICFGlobal2012
Academic Research Question
“What does the application of an integrated evaluation framework tells us about the effectiveness of
executive coaching?”
Coachfederation.org/ICFGlobal2012
Justification
• Managerial– Return on Investment (ROI) not easily
measurable– Aim of this research is to provide an evaluation
framework for managers
• Academic– Lack of empirical studies – does executive
coaching really do what it proposes?– The research aspires to contribute empirical
evidence regarding the impact of executive coaching
Coachfederation.org/ICFGlobal2012
Literature Gap I
• Lack of empirical evidence• An integrated insight into the effectiveness
of executive coaching has not yet been reported
• Integrated evaluation framework - Ely et al. (2010)
• Suggestions from De Meuse et al. (2009)• 360° and mindfulness body of knowledge
Coachfederation.org/ICFGlobal2012
Literature Gap II
• Separate impact from multi-source feedback from the impact of the coaching.
• Use of a control group to establish a comparison of impact.
• The significance of coaching objectives• Changing behaviour and the contribution of coaching to
improving emotional competence.• The issue of self-reporting by coaches and clients to
measure impact.• Organized and integrated approach to manage coaching
and measure coaching impact.
Coachfederation.org/ICFGlobal2012
Conceptual Framework
(X)(Y)
Executive Coaching
Leadership Effectiveness
Business Results
Client/CoachRelationship
CoachingProcess
(m)
(m’’)
(m’)
Coachfederation.org/ICFGlobal2012
Hypotheses
1)The relationship between the client and the coach will impact the effectiveness of the coaching (H1),
2)The achievement of coaching objectives (included in the coaching process), which are directly linked to the objectives of the organization, are a key criterion to establish coaching effectiveness (H2),
3)Executive coaching has a direct impact on leadership effectiveness (H3),
4)Executive coaching moderates business results (H4).
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Research Methodology
Selection ofCoaches
Qualitativeresearch ofmethodologiesused by theselected coaches Identification of
clients by thecoaches basedon establishedcriteria
Coachingprogram
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Research Methodology
Coaching Program
Client-coach,coach-client andobjectivesevaluation
360° Feedbackpre-coachingwith TLCP™, BPI and FMI pre-coaching
Coacheedebrief
Coaching 2 x month,1-2 hours per sessionfor 6 months
Define & agreekey coachingobjectives
3-Way Check-in:- Client, Boss & Coach- at 2, 4 and 6 monthsintervals
FinalDebrief
360° Feedbackpost-coachingwith TLCP™, BPI and FMI post-coaching
Coachfederation.org/ICFGlobal2012 ©The Leadership Circle, LLC
The LeadershipCircle Profile
Leadership Effectiveness
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Leadership Effectiveness
TLCP-questions that make up this scale:•I am satisfied with the quality of leadership that he/she provide•He/she is the kind of leader that others should aspire to become•He/she is an example of an ideal leader•His/her leadership helps this organization to thrive•Overall, he/she provides very effective leadership
Coachfederation.org/ICFGlobal2012
Current Status - Executive Coaches
• Signing coaches up could be a research-project in itself
• Currently working with 7 coaches– All TLCP-certified– 3 PCC’s, 2 ACC’s and 2 coaches without a
credential– 4 out of the 7 attended the Georgetown
University Leadership Coaching program• In need for more coaches to sign up
– Criteria:• TLCP-certified• ICF-credential or coach-training & hours equivalent
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Current Status - Data
• Five coaching engagements have been completed, one almost
• Insufficient data for solid statistical analysis• Moderation analysis can not be performed as of
yet
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Current Status - Preliminary Results H1
Case Relationship Index Client-Coach
Leadership Effectiveness change***
Mindfulness change****
Composite change
1* 117% -8% +10% +2%
2* 102% -1% +22% +21%
3* 106% +8% +20% +28%
4* 136% -1% -4% -5%
5* 133% -4% 0% -4%
6 ND +41% ND
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Green = improvementOrange = no significant changeRed = deterioration
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Early Indications
• (H1) The more balanced the relationship between the coach and the client, the more effective the coaching
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Current Status - Preliminary Results H2
Case Achievement of Coaching Objectives Index
Leadership Effectiveness change***
Mindfulness change****
Composite change
1* 90% -8% +10% +2%
2* 75% -1% +22% +21%
3* 80% +8% +20% +28%
4* 77% -1% -4% -5%
5* 70% -4% 0% -4%
6 ND +41% ND
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Green = improvementOrange = no significant changeRed = deterioration
Coachfederation.org/ICFGlobal2012
Early Indications
• (H1) The more balanced the relationship between the coach and the client, the more effective the coaching
• (H2) There is inconsistency in the data as of yet between the achievement of coaching objectives and effectiveness of coaching
Coachfederation.org/ICFGlobal2012
Current Status - Preliminary Results H3
Case Leadership Effectiveness change***
Mindfulness change****
Composite change
1* -8% +10% +2%
2* -1% +22% +21%
3* +8% +20% +28%
4* -1% -4% -5%
5* -4% 0% -4%
6 +41% ND
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Green = improvementOrange = no significant changeRed = deterioration
Coachfederation.org/ICFGlobal2012
Early Indications
• (H1) The more balanced the relationship between the coach and the client, the more effective the coaching
• (H2) There is inconsistency in the data as of yet between the achievement of coaching objectives and effectiveness of coaching
• (H3) In 4 out of 6 cases coaching appears to have a positive impact on composite leadership effectiveness
Coachfederation.org/ICFGlobal2012
Current Status - Preliminary Results H4
Case Composite LE*** & FMI**** change
Business Performance Index Change**
1* +2% +15%
2* +21% -14%
3* +28% -14%
4* -5% 0%
5* -4% -43%
6 ND ND
Green = improvementOrange = no significant changeRed = deterioration
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Coachfederation.org/ICFGlobal2012
Early Indications
• (H1) The more balanced the relationship between the coach and the client, the more effective the coaching
• (H2) There is inconsistency in the data as of yet between the achievement of coaching objectives and effectiveness of coaching
• (H3) In 4 out of 6 cases coaching appears to have a positive impact on composite leadership effectiveness
• (H4) In the current data only one out of five cases shows a possible positive relationship between coaching and business results
Coachfederation.org/ICFGlobal2012
Current Status - Preliminary Results H1
Case LE pre*** LE post*** % Same Evaluators
1* 27% 19% 38%
2* 31% 30% 55%
3* 17% 25% 57%
4* 20% 19% 75%
5* 18% 14% 50%
6 52% 93% 90%
Green = improvementOrange = no significant changeRed = deterioration
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Coachfederation.org/ICFGlobal2012
Current Status - Preliminary Results
Others- vs Self EvaluationsCase Business
Performance Index change**
Business Performance Index change****
Leadership Effectiveness change***
Leadership Effectiveness change****
1* +15% 0% -8% +18%
2* -14% +29% -1% +5%
3* -14% 0% +8% -21%
4* 0% 0% -1% -20%
5* -43% -15% -4% -8%
6 ND ND +41% +64%
Green = improvementOrange = no significant changeRed = deterioration
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Coachfederation.org/ICFGlobal2012
Current Status - Preliminary Results
Self Awareness & MindfulnessCase Self Awareness
change ***Self Awareness change****
Mindfulness change****
1* -8% +32% +10%
2* +14% +12% +22%
3* +9% +57% +20%
4* -8% -32% -4%
5* -11% -18% 0%
6 +43% +22% ND
Green = improvementOrange = no significant changeRed = deterioration
* Denotes significant change** Boss-assessment*** Evaluators-assessment**** Self-assessmentND No data yet – being collected
Coachfederation.org/ICFGlobal2012
Preliminary Conclusions
• Collection of empirical data: a challenge for coaches?
• Insufficient data to draw any meaningful conclusions at this point in time
• Client’s environment, and changes therein, can not be underestimated
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Open Questions
• Balance between leadership effectiveness and mindfulness
• Impact of changes in evaluators