Based on over 30 years of experience, Performance Consultants has developed a coaching evaluation tool to help you measure the return on investment (ROI) of coaching. Coaching for Performance ROI allows you to capture the benefits and estimate the effectiveness of a coaching intervention or the impact of an organizational-wide culture transformation programme.

In business it is often said, “If you can’t measure something, you can’t manage it”.

Current Organization-wide Study

In partnership with one of Europe’s Leading Business Schools and a large multinational client, Performance Consultants is currently undertaking a study to measure the impact of our in-house Coaching for Performance training on the bottom line as well as the change in management behaviour. Sign up to our Coaching and Leadership Insights | e-Newsletter to receive the report when it is published.


Performance Consultants’ methodology for measuring executive coaching ROI builds on widely accepted tools such as Kirkpatrick’s Four Levels which examines participant reactions, learning, behavioural change and, most importantly, business impact.

Our coaching evaluation model begins with the identification of the client’s strategic objectives for the coaching programme, such as enhanced organizational responsiveness, strategic alignment, or innovative contributions. Drawing on established knowledge in the field of industrial psychology we work with the client to identify the ‘chain’ that links the behaviours of the coach, to the attitudes and behaviours of their direct reports.

This chain connects the actions of the coach manager to the creation of value for the organization, through the empowered, committed and energized contributions of the coach manager’s direct reports. Using the most up-to-date approaches for estimating the monetary value of a broad range of employee behaviours and organizational outcomes, we connect the investment made in the developing coaching skills to value creation in the organization.

By implementing our coaching evaluation tool, organizations can obtain a monetary ROI figure for one-to-one coaching or coach-training programmes.

“Measuring the financial impacts justifies future investment. Once you can demonstrate the tangible impacts to a sceptical Finance Director, it’s a different ball-game.”
Alan Barton, Director, Arup

Work With Our Evaluation Team

Evaluating the impacts of a coaching engagement, training programme or a culture change initiative is a specialized area. Work with our Consultants to customize an evaluation process that will lead to meaningful results for your business.

Related Reading
  • ‘Maximizing the Impact of Executive Coaching: Behavioral change, organizational outcomes, and return on investment’ – As executive coaching practitioners, Joy McGovern and colleagues have direct experience demonstrating that this leadership development practice does have a lasting impact on the individuals who participate in it, on the larger organization they are a part of and on the organization’s financial bottom line.
    Their research follows Donald Kirkpatrick’s four levels of criteria or impact and includes a fifth level added to the evaluative schema by Jack Phillips:
    1 Reaction and planned action: the participants’ reactions to, and opinions about, the intervention, and what they plan to do
    2 Learning: the competencies the participant was expected to acquire
    3 Behavioral change: whether the participant is doing things differently
    4 Business results: relating participation to either tangible or intangible business results
    5 Return on investment (ROI): the relationship between the monetary value of the results and the cost of the initiative
Key Contact

Nadia TerribiliniNadia Terribilini

Coaching and Leadership Project Coordinator
To find out more about our evaluation work or to discuss how we can support the specific evaluation needs of your organization, please contact Nadia Terribilini on +44 (0)20 7373 6431.