The most frequent challenge faced by leaders is not in knowing what to do: it is practicing what they know. One-on-one personalized coaching with an experienced professional provides an excellent format for making significant changes in performance and well-being.
While exact estimates vary, research clearly shows that the impact of even the best leadership training workshops can be considerably enhanced when combined with one-on-one coaching. Benefits include employee retention, satisfaction, and productivity. (Specific research details are listed below.)
With 16 years of experience, a doctorate in psychology, and executive clients from multiple sectors, Jonathan Marshall takes a transformative approach to coaching. He seeks to understand his clients’ strengths and to build on them. For those who are interested, he guides an inner exploration of their minds to help remove inner blockages that, once addressed, rapidly increase purpose, passion, productivity, and well-being.
Typical Reasons for Seeking an Executive Coach
- Better leverage leadership strengths
- Improve team performance
- Increase personal and team productivity
- Focus on the most important issues
- Achieve greater success in the most critical projects
- Better manage time
- Communicate more effectively, reducing conflict and misunderstandings
- Create a stronger climate of trust
- Achieve greater balance and reduce stress
The following is a summary of some of the most trusted research on the efficacy of executive coaching. While these numbers are regarded as reliable averages, my own experience suggests that results depends significantly on fit between client and coach,client motivation, field of work, as well as seniority/level of influence. I also question some of the research methods used to come up with these numbers. However, the numbers give an indication of the potential benefit of coaching.
The specific studies with more details are listed below the summary.
Summary of Specific Studies
- 529% Return on Investment for Executive Coaching
- 88% Productivity Increases when Coaching added to Training
- 67% Increase in Teamwork
- 52% Reduction in Conflict
- 32% Increase in Employee Retention
- 22% Increase in Bottom-Line Profitability
(Specific references below)
McGovern, Lindemann, Vergara, Murphy, Barker and Warrenfeltz with Manchester, Inc. report that executive coaching creates:
- 77% Improvement in Relationships with Direct Reports
- 71% Increase in Relationships with Immediate Supervisors
- 67% Increase in Teamwork
- 63% Increase in Relationships with Peers
- 61% Increase in Job Satisfaction
- 44% Increase in Organizational Commitment
- 37% Improvement in Relationships with Clients
Merrill C. Anderson, Ph.D. MetrixGlobal, LLC report:
- 53% impact on Productivity
- 48% impact on Quality
- 48% impact on Organizational Strength
- 93% impact on Customer Service
- 34% impact on Customer Complaints
- 32% impact on Employee retention
- 23% impact on Cost reductions
- 22% impact on Bottom-line profitability
(% = frequency impact reported)
The Manchester Group reports:
- cost of coaching compared to return on investment to be greater than 5:1.
- training alone increased productivity by 22% while a combination of training and coaching increased productivity by 88%.
- The Hay Group estimates 21% to 40% of Fortune 500 companies use executive coaching as a leadership development tool for high potential executives.
- MetrixGlobal reports that executive coaching in Fortune 500 companies brings 529% return on investment and significant intangible benefits.
- Right Management Consultants (Philadelphia) report: 86% of multinational companies use coaching to sharpen the skills of individuals who have been identified as future organizational leaders.
- Sherpa Coaching reports that coaching is increasingly used to develop leaders rather than to address specific problems. Hence it is becoming a status symbol.
- Kitchell Construction’s CEO ascribed the change in an annual turnover,from 27% to 19%, as significantly effected by the implementation of coaching. (Wall Street Journal, May 16, 2006)