Hi,

I have recently implemented a coaching programme into our organistaion which is going really well and seems to be producing results.

I want to start to look at evaluation now, but want to try and keep it as simple as possible as, although the business has tried in the past, evaluation has never really been done before on any programme and i want to introduce this process slowly.

Has anyone used a simple approach to evaluating coaching programmes or other programmes?  I've always used the Kirkpatrick approach in the past but really don't want to complicate things.

Hi David,

I have read that you have implemented a Coaching Programme into your organisation, I cannot offer any suggestions with regards to your need for Evalution but thought I would wtite to you anyway.

I have enrolled on to the CPP at my local Uni and have chosen Learning and Development as my Work Based Project and was thinking of implementing a Coaching Programme too as one of my recommendations? Is it at all possible that you could give me some guidlines as to how to approach this subject?

I look forward to your reply

Many thanks

Judy Morse

Hello David

I am in the early stages of writing my dissertation on 'Coaching in the Workplace' and have considered a number of evaluation startegies which I would be happy to share with you.

I run a coaching programme and we take a soft approach to evaluation. We evaluate from two angles the outcomes for the coachee and the coach.

The coachee (most detailed) and the coach.

The coachee is evaluated on three sets of objectives technical (set by coaches) and attitudinal and organisation fit (set by myself and coaches).

The purpose of the programme is to transfer knowledge to graduates so we evaluate it indirectly through the perfomance of the grads and through their assessment of the coach and the coaching experience.

It doesn't require much paperwork.