1. Jane Stubberfield Organisational Implications of Coaching

2. At the end of this session you will be able to:  Assess the factors to consider when implementing coaching  Evaluate the keys to successful implementation  Plan the implementation of a coaching intervention

3.  Goals and objectives  Getting commitment and buy-in  Creating a culture that supports coaching  Managing expectations and preparing participants  Practical arrangements  Setting up an evaluation system

4.  Please refer to the ‘Coaching Process’ module, Evaluating Coaching

5.  Of the 36% who do evaluate coaching, so called happy sheets and stories and testimony were the most collected forms of data used by well over half. Well under half used approaches such as linking coaching outcomes to key performance indicators (KPIs). More quantitive and mixed-method approaches, such as return on expectation (ROE) and return on investment (ROI), were less common. Few linked coaching evaluation to performance and only 13% frequently discussed evaluation at management meetings. Only about 20% frequently collected and analysed data on the impact of coaching. www.cipd.co.ukwww.cipd.co.uk, real-world coaching evaluation, 2011

6.  Kirkpatrick  CIRO model  RAM model

7. Results Behaviour Learning Reaction of learner Kirkpatrick, D., 1994, Evaluating training programs, Berrett-Koehler

8. Context of the learning event Evaluation of implementation criteria C Inputs to the learning event What resources were needed and how were they use I Reactions to the learning event What did the learn think of the learning event R Outcomes of the learning event What happened as a result of the learning event o Warr, P., Bird, M.W., & Rackham, N., 1970, Evaluation of management training, Gower

9. RelevanceAlignmentMeasurement www.cipd.co.ukwww.cipd.co.uk, Real-world coaching evaluation, 2011

10.  Business case for intervention  What problem/opportunity does it address?  How will it drive the business? ◦ Business ready people ◦ Productive performance ◦ Cost effective people ◦ Talent management www.cipd.co.ukwww.cipd.co.uk, Real-world coaching evaluation, 2011

11.  Stakeholders and budgets  Time and cost  Indicators of business outcomes  Benchmarking and calibrating internally and externally ◦ Dialogue ◦ measurement www.cipd.co.ukwww.cipd.co.uk, Real-world coaching evaluation, 2011

12.  Quantitative and qualitative  Performance and improvement against criteria  Broad evaluation  Business metrics  Return on expectation ◦ Learning ◦ Efficiency/productivity ◦ KPI, ROI, non-HR www.cipd.co.ukwww.cipd.co.uk, Real-world coaching evaluation, 2011

13. 1. Assess the models in terms of their relevance to evaluating coaching 2. Design a template for evaluating coaching in an organisation

14. 1 Create an implementation plan either for an organisation that you know or for a case study organisation 2. Give reasons for your plan

15. Kirkpatrick, D., 1994, Evaluating training programs, Berrett-Koehler www.cipd.co.uk, real-world coaching evaluation, Accessed June, 2011 References

16. This resource was created by the University of Plymouth, Learning from WOeRk project. This project is funded by HEFCE as part of the HEA/JISC OER release programme.Learning from WOeRk This resource is licensed under the terms of the Attribution-Non-Commercial-Share Alike 2.0 UK: England & Wales license (http://creativecommons.org/licenses/by-nc-sa/2.0/uk/).http://creativecommons.org/licenses/by-nc-sa/2.0/uk/ The resource, where specified below, contains other 3 rd party materials under their own licenses. The licenses and attributions are outlined below: Slide 7, Kirkpatrick’s Model: Kirkpatrick, D., 1994, Evaluating training programs, Berrett-Koehler Slide 8, CIRO Model: Warr, P., Bird, M.W., & Rackham, N., 1970, Evaluation of management training, Gower Slide 9, RAM Model: www.cipd.co.uk, Real-world coaching evaluation, 2011www.cipd.co.uk 1.The name of the University of Plymouth and its logos are unregistered trade marks of the University. The University reserves all rights to these items beyond their inclusion in these CC resources. 2.The JISC logo, the and the logo of the Higher Education Academy are licensed under the terms of the Creative Commons Attribution -non-commercial-No Derivative Works 2.0 UK England & Wales license. All reproductions must comply with the terms of that license. Author Jane Stubberfield InstituteUniversity of Plymouth Title Implementing coaching 3 Description Factors to consider in implementing coaching Date Created 17.01.2011 Educational Level 7 Keywords UKOER, LFWOER, Learning from WOeRK, UOPCPDLM, Continuous Professional Development, CPD, Work-based Learning, WBL, Learning, development, strategy, coaching, implementation, culture, evaluation, roi, roe, return on investment, return on expectation Back page originally developed by the OER phase 1 C-Change project ©University of Plymouth, 2010, some rights reserved