Discussion – Outcomes and Evaluation Is coaching effective? Many clients and stakeholders might ask this question. How would you answer such a question? To comment on the effectiveness of coaching in general might be difficult since there is little empirical research on its effectiveness. One reason for this is that every client and coaching engagement is unique, and, therefore, it is difficult to generalize the results of one client to all clients. However, when asked if coaching is effective, you certainly can answer it specifically as it relates to the client with whom you are working. One way to do this is to evaluate the client based on desired outcomes. This requires that you identify evaluation measures that provide objective data and are meaningful to clients and organizational stakeholders. Objective evaluation of coaching effectiveness is what sets psychological, science-based coaching apart from other types of coaching. In addition to identifying measures that provide objective data, you also must identify evaluation measures that are reliable and valid. This week’s Discussion will help prepare you for conducting your own coaching evaluation. To prepare for this Discussion: • Review the online chapter, “Executive Coaching: An Outcome Study.” Focus on the section, “Indicators of Successful Coaching,” and consider how you might measure such indicators. • Review the article, “Evaluating the Effectiveness of Executive Coaching: Where Are We Now and Where Do We Need to Be?” Pay particular attention to the possible data sources used to evaluate coaching effectiveness. • Review the online chapter, “Coaching: The Successful Adventure of a Downwardly Mobile Executive.” Focus on the article’s case study and think about Terry’s goals and objectives at the beginning of the coaching engagement. Consider how Terry’s achievement of these goals and objectives might be measured. • Review the Course Case Studies, provided in the Introduction area, and choose one client to use for this Discussion thread. • Reflect on the assessment results for your selected client, also provided in the Introduction area. Consider the leadership competencies in which the client needs development. • With this in mind, think about desired coaching outcomes and how you might evaluate the eventual success of these outcomes. ***** Assignment With these thoughts in mind Write a 1 page paper that: 1. Select one client from the client list that has been in use all quarter 2. Identify two (2) or (3) coaching outcomes (drawing on the readings for the quarter AND the Leadership assessment results in use this quarter) you think would be good for the client you chose. 3. Explain how (what tools or approach) you would use to demonstrate if the client achieved the outcomes you identified. a. Ideally, think about good measurement practices such as pre and post measurement b. It may work best to think about how to measure before you identify the outcomes 4. Make sure you have at least three (3) academic references and in text citations in your post. Note: Identify the case study you selected in the first line of your post. You will be asked to respond to a colleague who discussed a case study that you did not. Be sure to support your postings and responses with specific references to the Learning Resources. Bottom of Form References: Blattner, J. (2007). Coaching: The successful adventure of a downwardly mobile executive. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 333-342). Washington, DC, US: American Psychological Association. doi:10.1037/11570-033 MacKie, D. (2007). Evaluating the effectiveness of executive coaching: Where are we now and where do we need to be?. Australian Psychologist, 42(4), 310-318. doi:10.1080/00050060701648217 Wasylyshyn, K. M. (2007). Executive coaching: An outcome study. In R. R. Kilburg, R. C. Diedrich, R. R. Kilburg, R. C. Diedrich (Eds.) , The wisdom of coaching: Essential papers in consulting psychology for a world of change (pp. 79-89). Washington, DC, US: American Psychological Association. doi:10.1037/11570-008