The effectiveness of workplace coaching: A meta‐analysis of learning and performance outcomes from coaching

Abstract

This study presents a meta-analysis synthesizing the existing research on the effectiveness of workplace coaching. We exclusively explore workplace coaching provided by internal or external coaches and therefore exclude cases of manager-subordinate and peer coaching. We propose a framework of potential outcomes from coaching in organizations, which we examine meta-analytically (k = 17). Our analyses indicated that coaching had positive effects on organizational outcomes overall ( = 0.36), and on specific forms of outcome criteria (skillbased  = 0.28, affective  = 0.51; individual-level results  = 1.24). We also examined moderation by a number of coaching practice factors (use of multi-source feedback; type of coach; coaching format; longevity of coaching). Our analyses of practice moderators indicated a significant moderation of effect size for type of coach (with effects being stronger for internal coaches compared to external coaches) and use of multi-source feedback (with the use of multisource feedback resulting in smaller positive effects). We found no moderation of effect size by coaching format (comparing face-to-face, with blended face-to face and e-coaching) or duration of coaching (number of sessions or longevity of intervention). The effect sizes give support to the potential utility of coaching in organizations. Implications for coaching research and practice are discussed.Keywords: Coaching; Coaching Effectiveness; Learning and Performance; Meta-analysis Effectiveness of Workplace Coaching 3 Practitioner Points  Our meta-analysis supports the positive effects of workplace coaching as an approach to employee learning and development in organizations, with a variety of criteria  Our findings indicate that coaching was more effective when conducted by internal coaches and when multi-source feedback was excluded  Workplace coaching was effective whether conducted face-to-face or using blended techniques (i.e. blending face-to-face with e-coaching). The Effectiveness of Workplace Coaching: A Meta-analysis of Learning and Performance Outcomes from CoachingIs workplace coaching effective in terms of delivering individual learning and development, and improvements in performance and results for organizations? Despite the huge growth in the use of coaching as a strategy for employee learning and development (ICF, 2012), there remains a paucity of scientific evidence examining its benefits for organizations, coupled with a generally poor specification of the types of outcomes that can be expected from coaching.In this study, we report a meta-analysis of the effects of coaching on performance, and other learning and development outcome criteria. We also examine moderators of these effects, focusing on the techniques and features of specific coaching interventions. Our systematic review of studies evaluating the benefits of coaching in organizations advances the literature in three main ways. First, we address problems of criterion specification in the coaching literature by proposing and examini...

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