The Question: Is there research evidence to show that leadership coaching really works?

The Answer: People who know research understand that it can take decades to replicate studies and do enough research to draw firm conclusions. So what do we know so far from the research on the emerging profession of coaching, and what is still inconclusive?    

First, we know that when leaders have coaches they like (i.e., enjoy, respect and value), they are very positive about the coaching experience and tend to stay with their coach for 6 months to a year or longer. This is a critical observation because no other form of leadership development consistently keeps leaders engaged in learning for long periods of time.       

Secondly, there is now a clear pattern of positive coaching outcomes in the research. Studies report a) improved leadership skill based on self-assessment and assessment by other employees, b) improved individual and team performance, c) significant financial return on the investment in coaching services.

 What is still unclear is a lot of the important detail. Questions that have not yet had enough research attention to draw solid conclusions include the following. What types of clients will benefit most? What are the characteristics of the best and worst coaches?  How many clients have poor coaching relationships and drop out, and why? What are the specific coaching approaches that lead to certain types of individual or team development, or business results?