We often get asked, “How do you measure the impact of coaching?” It’s a hard question, because the very nature of building strong leaders and coaching executives requires the participants to commit to positive, lasting change for themselves, and in setting and achieving goals – many of which become real over an extended period of time well beyond the coaching period.
Having said that, we need to set a foundation for a meaningful evaluation of ROI (impact) for executive coaching and for formal leadership development, so that you can see the impact of the developmental work in which you have invested.
The currency to measure coaching and leadership development outcomes includes:
The methodologies we use to measure each engagement include:
key stakeholder input
Engagement desired outcomes
Long-term ROI measures
Some questions to ask to identify outcomes:
Our commitment towards measuring the impact of leadership development and coaching:
In every engagement, the Springboard team will collaboratively identify the positive, long-term, measurable change in behavior needed for the people being developed. We will then tailor the engagement to ensure the biggest positive change for every participant. We will collaboratively imbed the appropriate impact measures throughout the engagement and hold ourselves and you accountable along the way.