ABSTRACT
This chapter explores what evaluation is and the key reasons for evaluating coach trainers coaching scheme. It examines how Kirkpatrick's four levels of training evaluation (reaction, learning, behaviour, and results) can be applied to coaching and focuses on the evaluation of the coaching service. The chapter explores the challenges of demonstrating return on investment (ROI) from an internal coaching service. Evaluation is about the outcomes: analysing the impact of those coaching relationships on the individual client and more widely on the team or business. To gather data that addresses Kirkpatrick's four levels there are three broad approaches: focusing on gathering information from the coaching client, widening the scope of those who provide feedback, and collecting data at a divisional or organisational level. Feedback from participants is the most common approach to evaluation by employers. Most organisations collect information about a coaching client's experience by asking them to complete a questionnaire at the end of the assignment.
