In business it is often said "If you can't measure something, you can't manage it".

Based on over 20 years of experience, we have developed Coaching for Performance ROI, an approach to help you estimate the ROI of coaching from an individual coaching engagement to an organizational-wide culture change process.



Coaching for Performance ROI builds on widely accepted tools such as Kirkpatrick’s Four Levels, examining participant reactions, learning, behavioural change, and most importantly, business impact. Using the Coaching for Performance ROI, organizations can obtain a monetary Return on Investment (ROI) figure for their training programmes.

In Partnership with one of Europe’s Leading Business Schools, PCI is currently undertaking a study to measure the impact on the bottom line of the change in management behaviour following our in-house Coaching for Performance training.

Coaching impacts important top and bottom line outcomes by enhancing the empowerment and engagement of organizational members. Our evaluation model begins with the identification of the client’s strategic objectives for the coaching program, 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 to the creation of value for the organization, through the empowered, committed and energized contributions of the coaches’ 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.

We identify and develop measures of intangible assets such as an empowered workforce, and directly assess the extent of change in these assets that results from the coaching investment. We then estimate the impact of the newly enhanced intangible asset upon more tangible outcomes such as individual or work unit performance, cost reductions, and innovation. Linkage models such as these have been used effectively for years by leading organizations interested in objective evaluation of their investment decisions in their most critical resources: their human assets.

The value of an evaluation program extends beyond providing support for investment decisions. It also promotes the communication of a vision, alignment to shared goals, and buy-in from critical stakeholders across the organization.

“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

Evaluating the impacts of a training programme or a culture change initiative is a specialized area that our in-house Evaluation Team is available to help you with. The team will work with you to tailor-make an evaluation process that will lead to meaningful results for your business.

To discuss evaluating the Return on Investment in your organization, please contact This e-mail address is being protected from spambots. You need JavaScript enabled to view it  on +44 (0)20 7373 6431.

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