How can you evaluate the effectiveness of group coaching sessions?

The effectiveness of coaching can be evaluated by simply collecting the feedback or testimony from the coachees experience. Inquire - how quickly did they achieve their personal goals. What was their level of personal authenticity to self and commitment. I find that goals are important, the ease of the training material, and the connection of a coaching relationship valuable, but nothing replaces the word directly from the coachee. Which leads to trust. If they trust the program and the coach then the relationship and environment is rich for success. Are providing a program or relationship that is trustworthy?

Goal Achievement: Assess whether participants have met their predetermined goals or objectives, measuring their progress and success.

I believe you can evaluate the effectiveness of group coaching by having a process of measuring outcomes such as a pre-test and post-test at the beginning and end of the program. In addition, a question set of some sort to each attendee to gain their thoughts and perspectives.

Feedback and Reflection: Collect feedback from participants through surveys, interviews, or self-assessment. Encourage them to reflect on their learning and growth.

Participant Engagement: Analyze attendance, participation, and interaction during sessions, as active involvement often correlates with effectiveness.

In addition to 360s pre- and post-coaching, you can use annual job performance scores for leadership, communication, or similar competencies that tie to the objective of the group. You can also use tools like the Saboteurs assessment from Shirzad Chamin pre-and post, or other measurement tool used by your organization.

Behavioral Change: Look for observable changes in participants' behavior, such as improved communication or leadership skills.

Long-Term Impact: Evaluate the sustainability of changes and their application in real-life situations. Return on Investment (ROI): Determine whether the benefits outweigh the costs of group coaching. Qualitative and Quantitative Data: Utilize both qualitative data, such as testimonials, and quantitative data, like pre- and post-session assessments, to gain a holistic view.

We need to ask the question - why group coaching. And often, group coaching creates challenges. Are you doing it internally? Within a specific department? Or externally with other parties such as a marketing task force comprising different marketing teams from different subsidiaries? Without clarifying the purpose for group coaching, it becomes too broad with unrealistic expectations. I have found that group coaching for a singular, important purpose tends to enable people to feel that the coaching was not just another meeting to chit chat. The coach helps the group to think together, raise opposing ideas, challenge those ideas to elevate or even rethink desired outcomes for the future.