Coaching1Many businesses now regularly use coaching to address a variety of strategic, operational and developmental issues.  These range from enabling people to become more effective as a business leader or manager, transition successfully to a more senior role, increase sales volumes and revenues, or to deliver important projects in full, on time within complex, multi-cultural organisations with matrix working environments.

But how do you ensure you are getting the best return on your investment from coaching? At Philip Perry Executive Coaching, we have been coaching individuals and teams across a broad spectrum of business issues, challenges and opportunities for over ten years with consistently good results. The question of a measurable ROI is foremost in our mind when exploring with our clients whether coaching is the right solution to address the issue/challenge/opportunity on the table. Our hard won experience suggests there are three things you need to put in place step-by-step to ensure a successful outcome and, most importantly, guarantee a good return for your investment in coaching:

  1. Scoping and contracting: make sure you really understand what the coaching should address.  This means getting to the heart of the matter and dealing with the real cause of the issue rather than the symptom(s).  For example, is slower than forecast growth in sales about a lack of selling skills, or that your competitors are offering more innovative products at more competitive prices with better after sales service? Is the newly promoted manager being less effective than you expected because he/she doesn’t know what they should be doing differently, or because they prefer a technical role?  Pick no more than two or three things to address, write down what these are, and also what outcome(s) you want from the coaching and how that will be measured.
  2. Match the right coach to the assignment: with so many business coaches offering their services (and all claiming how great they are!), it’s important to make sure you employ a suitably qualified coach who has a proven track record of dealing with the issue identified in Step 1 above. Philip Perry Executive Coaches have usually held senior positions in global or multi-national businesses so they understand how a complex business works. They have instant credibility with senior people, are thoroughly trained as coaches and have a sound knowledge of the psychology of people and systems.  It’s not enough that the coach and coachee like each other – that is not a guarantee of success!
  3. Evaluate the results: we advocate holding a mid-point and exit review of the coaching. These are three-way activities attended by the business sponsor (often the line manager), the coach and coachee.  What has been achieved?  How do you know? Measurement is frequently a mixture of qualitative and quantitative feedback i.e. an improved sales performance, a positive movement on a customer satisfaction or employee engagement score or delivery of a project that meets a business need, on time and within budget.

Coaching is without doubt an effective solution for addressing a wide variety of business challenges.  However, it is not a panacea for all ills, and there are many coaches who say they will deliver value – but won’t.  Our advice here at Philip Perry Executive Coaching is “Yes, by all means consider coaching as a potential solution to address the challenge you face. Follow the above three steps and you are more likely to get a successful outcome and spend your money wisely!”

If you would like to find out more about how our select team of high quality coaches can help you improve the performance of your business, then call our Philip Perry on 07597 674328 or email him at

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