1. Executive Coaching An HR View of What Works Dr Gavin R Dagley October 2006

2. Research questions how has executive coaching been used? how effective was it? what were the factors that predicted success?

3. 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

4. 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 24 3 - Moderately effective10 37 2 - Marginally effective --- 1 - Not effective ---

5. 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 21 4 - Very effective 11 47 3 - Moderately effective 2 - 2 2 - Marginally effective - -- 1 - Not effective - --

6. 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 16133 Communication & engagement 7923 Robustness 6719 Understanding own performance 7418 Understanding org issues & solutions 3 1117

7. 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 2711 Improved work throughput 248 Improved delegation ability -88

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 8824 Talent retention & morale 6618 Effective leadership 4715 Cultural change 3612 Team cohesion 3612 Conflict resolution 1911 Performance remediation 3511

9. What are the drawbacks? What drawbacks and difficulties have you experienced with EC services? big some Total Expensive 4 6 14 Making session time 112 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

10. 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)

11. 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 31 Equal 2 11 Less than 1 - 1 A lot less than - --

12. Are you interested? How much interest do you have in using EC services in the next two years? Strong 15 Some 2 Little - None -

13. What makes it effective?

14. 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 coaches4.0 Rapport and trust between the coach and participant3.9 Confidentiality of discussions to coach and participant only3.9 Senior management support and engagement3.8 Participant engagement and commitment3.8 Other ethical considerations effectively dealt with3.8

15. 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 participant3.8 Sponsor/supervisor support and engagement3.7 Allowing coaches considerable flexibility to individually tailor program content3.6 Rigorous coach selection procedures 3.5 Careful participant selection3.5

16. 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 coach2.8 Formal measurement and reporting processes2.8 Having a standard structure for coaching programs2.4 Use of psychometric tools and inventories in the content of each program2.2 Collation and presentation of EC results2.2 Having a standard model for the delivery of content1.9

17. What makes EC effective? 4.0 3.3 2.0

18. Interesting stuff Defining coaching Goal-setting Concern about reporting

19. Fascinating contrasts Efficacy vs interest Individual vs organisational gains Larger vs smaller programs Value of structure vs measurement & support

20. The bind EC >> $$ Complexity & uncertainty Pressure for structure Individual vs organisational benefits Strong interest Limited options Expensive

21. 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

22. Foundations Conviction Talent develop >> Org performance Tension The bind Method Options & agendas

23. Best practice Executives Delivery structures RelationshipCoaches ReportingEnvironment Organisational performance Individual development

24. Contact details Gavin Dagley gavin.dagley@bigpond.com PO Box 55 St Kilda VIC 3182 0425 795 675