Keywords: coaching, executive coaching, evidence-based coaching, measurement of coaching, evaluation of coaching, psychological capital, thriving a work
Coaching makes a series of assumptions about the outcomes of the process of coaching. These include the assurance that it will provide new perspectives on situations, enhance problem-solving and decision-making, develop the coachees’ personal skills, increase their confidence, improve productivity, maximise the achievement of goals and objectives and a range of other benefits that are sold as part of the coaching deal.
The issue is whether these assurances can be validated and are reliable, in other words, can coaching be measured?
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