Executive Coaching An HR View of What Works Dr Gavin R Dagley October 2006.
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Transcript of Executive Coaching An HR View of What Works Dr Gavin R Dagley October 2006.
Executive Coaching
An HR View of What Works
Dr Gavin R DagleyOctober 2006
Research questions
how has executive coaching been used?
how effective was it?
what were the factors that predicted success?
Scale
17 interviews
1000+ executives
$15.4m spend
manufacturing / retail / corporate services / industrial / local government / government organisations / logistics / financial
“larger” ($1m+) and “smaller” ($200k-) programs
Does it work?
Overall, how effective has EC been in your organisation?
O’all $1m+ $200k-
5 - Outstandingly effective 1 1 -
4 - Very effective 6 2 4
3 - Moderately effective 10 3 7
2 - Marginally effective - - -
1 - Not effective - - -
What do executives think?
Overall, what have been the participants’ responses to the degree of benefit they received from EC? O’all $1m+ $200k-
5 - Outstandingly effective 3 2 1
4 - Very effective 11 4 7
3 - Moderately effective 2 - 2
2 - Marginally effective - - -
1 - Not effective - - -
What do executives gain?
Which of the following specific gains for the individuals have you become aware of that resulted from the EC work? (of 20)
strong some Total
Style, responses & issues 16 1 33
Communication & engagement 7 9 23
Robustness 6 7 19
Understanding own performance 7 4 18
Understanding org issues & solutions 3 11 17
What executives gain less?
Which of the following specific gains for the individuals have you become aware of that resulted from the EC work?
strong some
Total
Improved measured performance 2 711
Improved work throughput 2 4 8
Improved delegation ability - 8 8
What does the organisation gain?
Which of the following organisational gains occurred as result of using EC? (all)
strong some Total
Building talent pool capability 8 8 24
Talent retention & morale 6 6 18
Effective leadership 4 7 15
Cultural change 3 6 12
Team cohesion 3 6 12
Conflict resolution 1 9 11
Performance remediation 3 5 11
What are the drawbacks?
What drawbacks and difficulties have you experienced with EC services?
big some Total
Expensive 4 6 14
Making session time 1 12 14
Poor translation to behaviours 3 6 12
Negative perceptions of EC 3 6 12
Locating good coaches 3 5 11
Difficulty linking to org performance 1 9 11
Programs & Costs
9 sessions (4 to 18) 90-minute sessions (50 to 120) 7 months duration (3 to 12) range - $600 for 4 >> $45,000 for 18 $12,600 per executive ($10k median) $717 per hour ($488 median)
Cost/benefit estimates
If you were to make an estimate, overall, how do you rate EC in terms of the extent to which the dollar returns exceeded (or were exceeded by) the cost?
O’all $1m+ $200k-
Greatly exceeded 2 11
Exceeded 4 3 1
Equal 2 11
Less than 1 - 1
A lot less than - --
Are you interested?
How much interest do you have in using EC services in the next two years?
Strong 15
Some 2
Little -
None -
What makes it effective?
What makes it effective?For each of the following program factors please indicate the
relative importance of each using a 4 to 1 scale, with [4] meaning CRITICALLY IMPORTANT and [1] meaning NOT IMPORTANT: (22 factors)
Highly skilled coaches 4.0
Rapport and trust between the coach and participant 3.9
Confidentiality of discussions to coach and participant only 3.9
Senior management support and engagement 3.8
Participant engagement and commitment 3.8
Other ethical considerations effectively dealt with 3.8
What makes it effective?For each of the following program factors please indicate the
relative importance of each using a 4 to 1 scale, with [4] meaning CRITICALLY IMPORTANT and [1] meaning NOT IMPORTANT: (22 factors)
….continued
Careful matching of coach and participant 3.8
Sponsor/supervisor support and engagement 3.7
Allowing coaches considerable flexibility to individually
tailor program content 3.6
Rigorous coach selection procedures 3.5
Careful participant selection 3.5
What factors have less effect?For each of the following program factors please
indicate the relative importance of each using a 4 to 1 scale, with [4] meaning CRITICALLY IMPORTANT and [1] meaning NOT IMPORTANT: (22 factors)
Participant choice in the selection of the coach 2.8
Formal measurement and reporting processes 2.8
Having a standard structure for coaching programs 2.4
Use of psychometric tools and inventories in the content of
each program 2.2
Collation and presentation of EC results 2.2
Having a standard model for the delivery of content 1.9
What makes EC effective?4.0
3.3
2.0
Interesting stuff
Defining coaching
Goal-setting
Concern about reporting
Fascinating contrasts
Efficacy vs interest
Individual vs organisational gains
Larger vs smaller programs
Value of structure vs measurement & support
The bind
EC >> $$
Complexity & uncertainty
Pressure for structure
Individual vs organisational benefits
Strong interestLimited options
Expensive
Hypothesis
Extraordinary executive coaching functions in a niche
in which results are difficult to measure
that sometimes produces extraordinary changes
that is otherwise largely inaccessible
Foundations
ConvictionTalent develop >> Org performance
TensionThe bind
MethodOptions & agendas
Best practice
Executives
Delivery structures
RelationshipCoaches
ReportingEnvironment Organisational performance
Individual development
