Executive Coaching

Executive Coaching

White Paper: Measuring the Impact of

Executive coaching is a type of organisational learning using 1:1 conversations that develops a current/future leader. It can be used in a number of ways, e.g. getting past a specific issue, removing obstacles, building on strengths. All courses can also be delivered via Remote Training

Research conducted by the International Personnel Management Association (IPMA) found that:

“Training on is own increases productivity by 22% whereas combining it with coaching increases productivity by 88%.”

Leadership Track can deliver Executive Coaching in all formats – Face to Face, Skype or telephone and over a duration that best suits the learner.

Ensuring Behaviour Change:

Leadership Track’s approach is different to most Executive Coaches as we will Measure the Impact of the Coaching. This enables the coaching to be:

  • Continuously improved
  • It provides the individual with the motivation to change
  • It proves an ROI

Leadership Track will work with an individual to decide on specific areas for improvement and then design a dashboard that will help the individual stay on track – using Nudge theory – to help embed and effect long-term behaviour change.


Executive Coaching Woman

In measuring training, the metrics, the frequency, the duration and the dashboard can all be fully tailored to reflect your organisation’s objectives.

Measuring Training
Executive Coaching

Leadership Track will measure the ‘soft skills’ KPIs alongside the ‘hard’ KPIs and track over time.


  • Improvement in individual’s performance, targets and goals.
  • Increased openness to personal learning and development.
  • Increased ability to identify solutions to specific work-related issues.
  • Greater ownership and responsibility.
  • Development of self-awareness.

That’s because coaches help you identify and focus on what’s important, which accelerates your success. According to coaches.com, good coaches: Create a safe environment in which people see themselves more clearly; Identify gaps between where the client is and where the client needs or wants to be.

  1. Identify your goal(s) and/or area of focus. The most important thing is to have a focus area and set goals to work toward with your coach.
  2. Keep a log/record of progress – measure it!
  3. Be open
  4. Be prepared to be challenged
  5. Expect to change.
  • What is happening?
  • What is challenging about it?
  • What have you done, tried, or considered?
  • What is the impact on you, your team, or the business?
  • What are your ideal outcomes?
  • What would the CEO, board, or shareholders want to see happen?
  • What would have to change to make that happen?
  • Empowers individuals and encourages them to take responsibility.
  • Increases employee and staff engagement.
  • Improves individual performance.
  • Helps identify and develop high potential employees.
  • Helps identify both organizational and individual strengths and development opportunities