Coaching Effectiveness Study Leadership Development Training
Coaching Effectiveness Study Leadership Development Training
IHHP - Institute for Health and Human Potential
Summary:
IHHP has conducted an assessment to determine the effectiveness of an extensive training, coaching and eLearning program that we have delivered to one of our clients, a major financial institution. We specifically focused on the impact of the follow up coaching. We surveyed participants who attended two-day Emotional Intelligence training prior to the start of the coaching and eLearning programs. The same survey was then provided after a three to four month period during which the coaching and eLearning follow-up programs were completed. The following results were found:
* Before participating in the coaching program, 69% of the respondents reported that they understood the concepts of EQ well and very well. That number increased to 99% after the coaching.
* When faced with challenging situations, 29% of the respondents reported that they used the EQ tools often or very often before the coaching program. After the coaching program, 79% said they use the tools often and very often when faced with challenging situations.
* Prior to the coaching program, 32% of respondents indicated that the EQ training had a significant impact on their lives. After the coaching, 74% reported EQ was having a significant positive effect on their lives—both personally and professionally.
* 98% of the participants agreed that the coaching program met their expectations. In terms of personal development, 94% strongly agreed that the coaching sessions had helped them to improve. 90% agreed that the coaching had helped them improve their leadership skills.
* Finally, 98% of the participants agreed and strongly agreed that the coach had facilitated their knowledge and skills of the EQ competencies.
When it came to the three greatest benefits of the program, there were many responses. Mostly, the participants found that the coaching and eLearning deepened their learning from the 2day training and having a coach to work with gave them the support they needed to make the changes they wanted to make. They reported greater insight into their behaviours and improved relationships with difficult people. The respondents particularly liked how having a coach meant they could personalize what they were working on. In addition, having a sounding board was greatly appreciated.
It is clear that the 2day EQ for Personal Leadership training, combined with the coaching sessions and eLearning, allowed the participants the time, personal attention and accountability they needed in order to make real and lasting changes in their performance in both their professional and personal lives.
The Program:
IHHP has provided the following Emotional Intelligence program to over 440 leaders at a major financial institution:
* Complete the EI360 feedback survey
* Attend the Two-day Emotional Intelligence for Personal Leadership program
* Participate in one-on-one coaching consisting of six 50minute telephone sessions over a three to four month period following the training
* Integrate the Playing Big eLearning program with the coaching process
* Attend the one-day Advanced Emotional Intelligence program after six months
* Provide the Courageous Conversation audio CD.
Creating lasting behavior change can only be done by providing people with the opportunity to learn over time, to be guided in how to apply new skills on the job, and by having the individual held accountable to the personal changes they commit to.
There was an extremely high engagement in the coaching program: 89% of the attendees in the 2day training program participated in the full six-session EQ coaching program. For the 11% that did not, over 60% of those indicated the reason they did not work with an EQ coach was that they already have a personal coach and they would be working with them to improve their EQ skills.
Participant Feedback:
Participants in the coaching program were asked what 3 things they found most beneficial about coaching. Below is a summary of the results.
* Deepening of the 2day training:
o “My coach helped to reinforce and sustain the classroom concepts into my work and personal life.”
o “I was impressed and appreciated having the coaching program after the course. We attend many courses, but often forget the content even though we may have good intentions. This was a great opportunity to practice the EQ strategies taught in the course with regular reinforcement and feedback. It is also a key course for life in general and for being successful in business.”
* My Coach:
o “I…commend my coach on his coaching style and knowledge of the EQ material. I always knew that our sessions would be hardworking and productive. Following a dynamic course with the coaching support I received has made EQ a life altering concept.”
o “My coach was very supportive and insightful. Her coaching helped me improve at work, but also helped me to approach a personal challenge in a way that allowed all parties to feel respected and valued.”
* Stronger Team at Work:
o “My direct reports have all taken the course and I think it has greatly strengthened my team in terms of a consistent approach to problem solving, people management and client relationship management.”
* Personal Growth and Self-Improvement:
o “Although it's only a few months since I started EQ, the impact to me has been substantial, and it's obviously felt by my family and friends. …I will keep practicing what I learned from…IHHP. It's going to be lifetime learning, and will change my interpersonal skills in a big way.”
o “…made me look at situations in a different light. I am now less likely to overreact to situations and am more in tune with accepting issues that I have no control over.”
* Playing Big e-Learning
o “Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
o “It forced me to review the CD, which then generated improved understanding of the concepts. Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
* Other
o “It was tailored to my needs – specific to me.”
o “I was very pleased with the fact that the EI program offers the coaching component, unlike other courses that just give you knowledge, but leave it up to you to follow through and apply it. The Coaching mechanism makes you consciously think about yourself/your behavior and actions over a longer period of time and how you can utilize the EI skills daily.”
o “This was definitely time well spent and I feel that my leadership skills will improve as a result.”
Feedback about IHHP’s coaches:
The following comments were provided by the survey respondents about the IHHP coach they worked with:
* ALISA GARBER: “She offered amazing support and I have made real life altering changes in my approach to relationships at work and home.”
* DEBORAH MONROE: “Deborah was highly skilled and experienced – she understood the day-today challenges.”
* DIAN PATTERSON: “Dian was exceptional and provided insight to me at a time that I really needed it. She is extremely competent in her coaching skills, as well as the subject of EQ. This made the coaching and learning very enjoyable and beneficial. Thank you very much.”
* JOHN DOAN: “There are no words I can use to describe my appreciation. For sure, the name John Doan will be mentioned whenever I share my EQ knowledge with my children, my friends and my colleagues. From the bottom of my heart...thank you.”
* PETER TAYLOR: “I thought Peter was a great coach. He was able to bring out a lot of thoughts, realizations and ideas from within me that I would not have necessarily seen or looked for on my own. I thought he had a great approach where he would make me work through things rather than him instructing or guiding me to a preset answer. “
* SHARON LEWIS: “I enjoyed working with Sharon; she was professional, compassionate and personable. She made getting through some difficult discussions less so because of her openness and asked the right questions that initiated thought process and kept me curious.”
Coaching Effectiveness Study Leadership Development Training - To learn more about this author, visit Bill Benjamin's Website.
Like this article? Share it with your friends
EQ Coaching Report February 2007
IHHP - Institute for Health and Human Potential
Summary:
IHHP has conducted an assessment to determine the effectiveness of an extensive training, coaching and eLearning program that we have delivered to one of our clients, a major financial institution. We specifically focused on the impact of the follow up coaching. We surveyed participants who attended two-day Emotional Intelligence training prior to the start of the coaching and eLearning programs. The same survey was then provided after a three to four month period during which the coaching and eLearning follow-up programs were completed. The following results were found:
* Before participating in the coaching program, 69% of the respondents reported that they understood the concepts of EQ well and very well. That number increased to 99% after the coaching.
* When faced with challenging situations, 29% of the respondents reported that they used the EQ tools often or very often before the coaching program. After the coaching program, 79% said they use the tools often and very often when faced with challenging situations.
* Prior to the coaching program, 32% of respondents indicated that the EQ training had a significant impact on their lives. After the coaching, 74% reported EQ was having a significant positive effect on their lives—both personally and professionally.
* 98% of the participants agreed that the coaching program met their expectations. In terms of personal development, 94% strongly agreed that the coaching sessions had helped them to improve. 90% agreed that the coaching had helped them improve their leadership skills.
* Finally, 98% of the participants agreed and strongly agreed that the coach had facilitated their knowledge and skills of the EQ competencies.
When it came to the three greatest benefits of the program, there were many responses. Mostly, the participants found that the coaching and eLearning deepened their learning from the 2day training and having a coach to work with gave them the support they needed to make the changes they wanted to make. They reported greater insight into their behaviours and improved relationships with difficult people. The respondents particularly liked how having a coach meant they could personalize what they were working on. In addition, having a sounding board was greatly appreciated.
It is clear that the 2day EQ for Personal Leadership training, combined with the coaching sessions and eLearning, allowed the participants the time, personal attention and accountability they needed in order to make real and lasting changes in their performance in both their professional and personal lives.
The Program:
IHHP has provided the following Emotional Intelligence program to over 440 leaders at a major financial institution:
* Complete the EI360 feedback survey
* Attend the Two-day Emotional Intelligence for Personal Leadership program
* Participate in one-on-one coaching consisting of six 50minute telephone sessions over a three to four month period following the training
* Integrate the Playing Big eLearning program with the coaching process
* Attend the one-day Advanced Emotional Intelligence program after six months
* Provide the Courageous Conversation audio CD.
Creating lasting behavior change can only be done by providing people with the opportunity to learn over time, to be guided in how to apply new skills on the job, and by having the individual held accountable to the personal changes they commit to.
There was an extremely high engagement in the coaching program: 89% of the attendees in the 2day training program participated in the full six-session EQ coaching program. For the 11% that did not, over 60% of those indicated the reason they did not work with an EQ coach was that they already have a personal coach and they would be working with them to improve their EQ skills.
Participant Feedback:
Participants in the coaching program were asked what 3 things they found most beneficial about coaching. Below is a summary of the results.
* Deepening of the 2day training:
o “My coach helped to reinforce and sustain the classroom concepts into my work and personal life.”
o “I was impressed and appreciated having the coaching program after the course. We attend many courses, but often forget the content even though we may have good intentions. This was a great opportunity to practice the EQ strategies taught in the course with regular reinforcement and feedback. It is also a key course for life in general and for being successful in business.”
* My Coach:
o “I…commend my coach on his coaching style and knowledge of the EQ material. I always knew that our sessions would be hardworking and productive. Following a dynamic course with the coaching support I received has made EQ a life altering concept.”
o “My coach was very supportive and insightful. Her coaching helped me improve at work, but also helped me to approach a personal challenge in a way that allowed all parties to feel respected and valued.”
* Stronger Team at Work:
o “My direct reports have all taken the course and I think it has greatly strengthened my team in terms of a consistent approach to problem solving, people management and client relationship management.”
* Personal Growth and Self-Improvement:
o “Although it's only a few months since I started EQ, the impact to me has been substantial, and it's obviously felt by my family and friends. …I will keep practicing what I learned from…IHHP. It's going to be lifetime learning, and will change my interpersonal skills in a big way.”
o “…made me look at situations in a different light. I am now less likely to overreact to situations and am more in tune with accepting issues that I have no control over.”
* Playing Big e-Learning
o “Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
o “It forced me to review the CD, which then generated improved understanding of the concepts. Walking through some of the modules with the coach provided a tutorial specific to the issues the coach had been discussing with me.”
* Other
o “It was tailored to my needs – specific to me.”
o “I was very pleased with the fact that the EI program offers the coaching component, unlike other courses that just give you knowledge, but leave it up to you to follow through and apply it. The Coaching mechanism makes you consciously think about yourself/your behavior and actions over a longer period of time and how you can utilize the EI skills daily.”
o “This was definitely time well spent and I feel that my leadership skills will improve as a result.”
Feedback about IHHP’s coaches:
The following comments were provided by the survey respondents about the IHHP coach they worked with:
* ALISA GARBER: “She offered amazing support and I have made real life altering changes in my approach to relationships at work and home.”
* DEBORAH MONROE: “Deborah was highly skilled and experienced – she understood the day-today challenges.”
* DIAN PATTERSON: “Dian was exceptional and provided insight to me at a time that I really needed it. She is extremely competent in her coaching skills, as well as the subject of EQ. This made the coaching and learning very enjoyable and beneficial. Thank you very much.”
* JOHN DOAN: “There are no words I can use to describe my appreciation. For sure, the name John Doan will be mentioned whenever I share my EQ knowledge with my children, my friends and my colleagues. From the bottom of my heart...thank you.”
* PETER TAYLOR: “I thought Peter was a great coach. He was able to bring out a lot of thoughts, realizations and ideas from within me that I would not have necessarily seen or looked for on my own. I thought he had a great approach where he would make me work through things rather than him instructing or guiding me to a preset answer. “
* SHARON LEWIS: “I enjoyed working with Sharon; she was professional, compassionate and personable. She made getting through some difficult discussions less so because of her openness and asked the right questions that initiated thought process and kept me curious.”
Coaching Effectiveness Study Leadership Development Training - To learn more about this author, visit Bill Benjamin's Website.
Like this article? Share it with your friends
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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