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5 Key Metrics to Assess Executive Coaching Impact on Leaders

With over 100+ Executive coaching journeys conducted last year, we have been on a mission to ignite impactful leadership growth. Armed with 15+ certified coaches wielding diverse tools and methods, we’ve dived deep into the realm of leadership transformation through the power of executive coaching. However, amidst this vibrant journey, a common murmur among our clients caught our attention. It’s the age-old question: how do we measure the real impact of executive coaching?

In response to this pressing question, we embarked on a quest for clarity, drawing wisdom from 5 industry titans to unveil the key metrics that play a pivotal role in measuring the true power of executive coaching.

Define Performance Metrics for Success

Emphasizing the need of selecting the right coach Tim Toterhi, CHRO, Plotline Leadership explains, “Companies enlist executive coaches to assist leaders in achieving specific, tailored performance goals and it’s the coaches ability to ignite targeted behavioral changes for elevated success and revealing the true impact.”

Tim Toterhi

Tim elaborates, “Savvy CHROs understand that each coaching engagement has its own metrics and, thus, ROI. Like good project managers, they help define performance topics and intended business outcomes. Then, they get out of the way, allowing the coach and coachee a confidential space to produce results such as increased sales, enhanced team engagement, or greater executive presence.”

Rebecca Houghton

Measure Goals and Conduct 360-Degree Reviews

Rebecca Houghton,, CEO of BoldHR highlights starting coaching with clear track to avoid costly ambiguity by asserting, “Initiatives like these should start with two key focal points: Firstly, aligning with the leader to define the top three goals for the coaching period. And then evaluating current success against these objectives with tangible examples, ensuring at least two-thirds are achieved by the period’s end.”

Rebecca continues furthermore, “Conducting assessments with multi-faceted views of leaders’ capabilities at both the outset and conclusion aids in assessing their progress. Ultimately, it’s imperative to conduct annual follow-ups to verify they haven’t reverted to old habits.”

Assess Leadership Competency Improvements

Prioritizing enhancing leadership competencies and behaviors, Ana Alipat, Recruitment Team Lead at Dayjob Recruitment, states, “Utilizing multi-rater feedback tools enables organizations to measure the progress before and after the coaching program. By soliciting insights from peers, subordinates, and regarding key leadership competencies like communication, decision-making, and team management, they can objectively evaluate the advancements made by leaders.’

Ana Alipat

Building upon her strategy, Ana notes, ‘Positive shifts in these areas not only signify the efficacy of executive coaching but also correlates with enhanced team performance, heightened employee satisfaction, and amplified business outcomes. That’s how this metric serves as an indicator of the value derived from the investment in leadership development.

Lou Reverchuk

Evaluate Mindset Shifts and Action Changes

Although retention and performance metric offer insights, Lou Reverchuk, Co-founder and CEO of EchoGlobal explains, “To gauge progress, one needs to track mindset changes (strategic thinking, conflict resolution, etc) and actions throughout the coaching journey. Beyond merely acquiring new skills, the focus should lie on an individual’s motivation levels, self-awareness, and the growth mindset—essential to drive organizational success.”

Lou further notes, “Leaders should empower their teams following coaching, by fostering cross- functional collaboration, and maintaining composure amid uncertainty, as these capabilities correlate with quantitative metrics. By reinforcing new behaviors via consistent, custom support tailored to their motivations, organizations can unlock their leadership potential.

Assess Learning Retention Via Action Projects

Utilizing sponsors and business action projects as a tool to gauge the impact, Shruti Nayak, Head of Client Success at NamanHR asserts, “Sponsors who identify coaching needs and set clear objectives and outcomes can regularly check in with both coach and coachee to ensure alignment of skills and goals.”

Shruti Nayak

Highlighting another metric, Shruti adds, “Integrating business action projects into the phases of coaching journey allows for real-time measurement of executives’ ongoing learning retention and practical application. This provides insights to both coach and the sponsor, to course correct the path when needed, revealing the true impact achieved.”

Executive coaching has evolved far beyond box-ticking exercises, with tangible results such as a 70% surge in individual performance, a 50% boost in team performance, and a staggering 788% total ROI, as highlighted by IFC. Yet, these impressive numbers underline the critical need for precise progress tracking in coaching journeys. The key here lies in strategic metric selection, tailored to each coaching journey and aligned with overarching business goals. This requires leaders to constantly adapt and grow while organizations meticulously evaluate the broader impact.

If you’re new to the executive coaching journey and need guidance on becoming a true leader beyond just a title, selecting a coach, or more, we’re here to assist you every step of the way. Book a consultation today at inquiry@namanhr.com to engage in a conversation with our experts.

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