13 Feb Leadership Coaching Works – Valid Research Says Yes
Leadership Coaching Works! Independent, Fact-Based, Methodologically-Valid Research…
Valid research that leadership coaching works is exactly what the coaching industry has been in need of for years. Without proof that coaching is worth the investment and wasn’t some type of fluffy, feel-good program, employers were beginning to doubt the impact it was having. Finally the outcomes of studies have given us the evidence to show us that engaging in coaching is worthwhile.
Let’s take a look at just a few of the studies to begin to see the value of the coaching investment. Starting back in 2003 Wasylyshyn did an executive coaching outcome study. They reported that 76% of executives had a significantly positive reaction to working with a coach and 88% of executives reported sustainability of behavior change and learning. Then in 2007 Spence & Grant polled adults adults participating in a solution focused/cognitive behavioral coaching program and found that professional coaching was significantly more effective than peer coaching in increasing goal commitment, goal attainment and also was significantly more effective than peer coaching in environmental mastery.
And More Proof…
Grant, Curtanyne & Burton in 2009 evaluated executives who had been provided with coaching through 360-degree feedback, a half-day coaching workshop on enhanced goal attainment, resilience and workplace well-being and found it reduced stress and helped participants deal with organizational change. Gyllensten & Palmer in 2005 showed evidence that coaching decreased anxiety and stress in an organization it studied.
One of the studies I have often cite comes from Spence, Cavanagh & Grant. They conducted this study in 2008 where they showed that adults who took part in mindfulness-based health coaching over an eight week period had greater goal attainment. Another very interesting study was released in 2007 by Duijts, Kant, van den Brandt & Swaen. This study assessed the effectiveness of a preventive coaching program on sickness and absenteeism due to psycho-social health complaints. The outcomes were that coaching showed significant improvements in health, life satisfaction, decreased burnout and in psychological well-being.
So what do all these statistics mean?…
Employee Engagement Is Critical
Employee engagement is the emotional commitment an employee has to the organization and its goals. When an employee becomes dis-engaged they don’t care as much, they are less productive, give less customer service, call out sick more often, have more the job injuries and they don’t retain their jobs for long. When they become engaged the opposite happens. Engaged employees who are productive and customer service oriented lead to happier customers, who buy more and refer more often, which means while your employee morale has gone up so have your revenues and profits.
What I have seen, in my decades in the coaching industry, is that coaching absolutely works. In fact, I wrote a best selling book on this topic. This book provides proven ways to dramatically increase employee morale and retention, including how to create greater productivity – and profitability! I shared my own coaching process that got great results in companies of all sizes. In the book I shared my coaching methods of how to lower employee turnover; how to appreciate what employees want and how to reward them; how to use solid tactics to boost morale fast; and, how to take mediocre employees and create high power performance work teams. The book taught my method of coaching resulting in shifting company cultures from managing employees to truly changing employee behavior.
The coaching process develops leaders and their ability to influence, motivate, and lead others. Rather than relying on tactical problem solving or basic skill acquisition, coaching develops strategic thinking skills. It is clear coaching has the potential of making a significant contribution to the mission and purpose of any organization.