Qualitative and Quantitative Benefits of Coaching

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Qualitative and Quantitative Benefits of Coaching

Mentoring and coaching both have qualitative and quantitative benefits (aspects).
For example, using multiple data collection tools during my research resulted in verbal and numerical data; that is qualitative and quantitative data. The data was obtained via questionnaires, observations, interviews and journal reflections, using close-ended or Likert-type ratings and open-ended responses or comments.
Applying a 'mixed approach' to get information about participants' feelings about a mentoring-coaching initiative and the changes they experienced was useful. In addition, the mixed method was helpful to corroborate the results, and fostered a high degree of reliability and validity of results. The results showed the necessity of sharing in the learning community to improve practice.
However the most important aspects to me were qualitative: the voices of the participants as they supported and shared with each other. Instead of only stating how many would recommend coaching, they explained how and why they would.

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		0 Torben Grut Consultant, Sweden
	Quality as Term Good work! Quality as context for measurements. Explaining the context in which the numbers used from surveys are gathered. On the other hand, the term 'quality' is in the hands of CFOs nowadays. Peter Drucker's ideas have become the leading paradigm. "If you can't measure it, it does not exist." Fundamentalists use only numbers, QA staff have to explain context.

		2 Ben Smith Manager, United Kingdom
	KPIs and Questionnaires to Measure the Effectiveness of Coaching Thank you Cynthia Crump, this is helpful. Evaluation of coaching outcomes within an organisation is important for many reasons. It can: Assist with continual improvement of the coaching program. Increase buy-in from staff. Provide data to show ROI. Give empirical evidence to guide funding decisions. How and what should we measure, particularly in smaller organisations (SMEs)? Who can suggest elements to measure the effectiveness of coaching?

		1 Sonny Vicente, Philippines
	How to Evaluate a Coaching Program I believe an organization's coaching program can effectively be evaluated based on the targets/aims for which the program was conceived in the first place. Whether the objective involves increased productivity, improving employees' morale or improving the organization's sustainability and profitability, it would have to start with the assessment of the its present state. From the results of the assessment of a qualified internal or external professional assessing team, a coaching program may be designed to effectively address the issues that will contribute in attaining and even sustaining the objective. A crucial ingredient, however, in the successful formulation of the coaching program is the "full" support of top management. No less than the CEO should approve and be supportive of the program to its completion.