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How can coaching outcomes identify high-potential employees?

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Coaching is a powerful tool for developing the skills, behaviors, and mindsets of employees, especially those who have the potential to take on higher-level roles and responsibilities. However, how can you measure the impact of coaching and identify the high-potential employees who benefit the most from it? In this article, you will learn how to use coaching outcomes as indicators of high-potential employees and how to design coaching programs that foster their growth and readiness.

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Andrew Waddell

Award-winning Team & Leadership Coach | The MidLife Coach | Systems-Psychodynamic Organisational Coach | ACC…

1 What are coaching outcomes?

Coaching outcomes are the specific and measurable results that coaching aims to achieve for the coachee, the coach, and the organization. They can include changes in performance, productivity, engagement, retention, satisfaction, well-being, learning, and leadership. Coaching outcomes are usually aligned with the coachee's goals, the coach's competencies, and the organization's strategy and culture. Coaching outcomes can be evaluated using various methods, such as feedback, surveys, assessments, interviews, observations, and analytics.

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2 Why are coaching outcomes important for identifying high-potential employees?

Coaching outcomes can help you identify high-potential employees by revealing how they respond to coaching, apply their learning, and contribute to the organization. High-potential employees not only perform well in their current role, but also show potential for future performance in different and more complex situations. Assessing the coachee's potential through coaching outcomes involves examining their ability to develop new skills, knowledge, and capabilities; their interest, motivation, and commitment to coaching and career advancement; and their involvement, enthusiasm, and loyalty to coaching and the organization.

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3 How can you design coaching programs that support high-potential employees?

When designing coaching programs for high-potential employees, it is important to consider the purpose of the coaching, such as preparing them for future roles or enhancing their leadership skills. The criteria for selecting these employees should also be established, such as performance ratings or self-identification. Additionally, the process of coaching needs to be designed, including setting goals and conducting sessions. Furthermore, outcomes such as behavioral changes and learning outcomes should be determined. Finally, the evaluation of coaching should be planned, with metrics defined and data collected.

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Andrew Waddell

Award-winning Team & Leadership Coach | The MidLife Coach | Systems-Psychodynamic Organisational Coach | ACC ICF-accredited Coach
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The critical element is transparency and clarity between the organisation, the individual and the coach. I insist on an initial session between the coachee, their manager/HR, and myself in which there is an open discussion around the coaching goals - especially if the manager has expectations around a specific behaviour change. I also clarify the confidentiality between coach and coachee. We then agree to a post-programme debrief session where the coachee updates their manager and the coach of their learnings and goals from the programme. This creates a crucial 'handing back' of responsibility for shared accountability from the coach to the manager. A great tool I use for goal sharing and tracking is The Curve from New Level Results.

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4 How can you use coaching outcomes to identify high-potential employees?

To use coaching outcomes to identify high-potential employees, you need to align the outcomes with potential indicators, measure them objectively and systematically, compare them across coachees and groups, interpret them in context, and communicate them effectively and ethically. To do this, you should use valid and reliable methods and tools to collect and analyze data on the coaching outcomes, such as feedback, surveys, assessments, interviews, observations, and analytics. Additionally, you should use benchmarks and norms to compare the coaching outcomes of different coachees and groups. Qualitative and quantitative data should also be used to understand the factors that influence the coaching outcomes. Finally, clear and concise language should be used to report and share the coaching outcomes with the relevant stakeholders.

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Andrew Waddell

Award-winning Team & Leadership Coach | The MidLife Coach | Systems-Psychodynamic Organisational Coach | ACC ICF-accredited Coach
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I wouldn't recommend using coaching outcomes to identify high-potential employees. Why? 1. The coaching 'contract' is between the individual and the coach, not the coach and the organisation, so this would create significant confidentiality concerns. 2. The investment in coaching is better realised by offering it to already identified high-potential employees - there should be better performance indicators inside an organisation for who has highest potential for growth. 3. Coaching is most effective when the coachee approaches it from a personal growth mindset. It feels the wrong way round to give coaching to everyone and see who actively engages with it!

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5 What are the benefits of using coaching outcomes to identify high-potential employees?

Employees that are identified as high-potential through coaching outcomes can bring numerous benefits for the coachee, the coach, and the organization. For the coachee, this can result in increased self-awareness and confidence, as well as more recognition and career opportunities. The coach can also benefit from enhanced credibility and reputation, as well as improved learning and feedback. Lastly, the organization will benefit from better talent management and succession planning, as well as improved performance and culture.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can coaching outcomes identify high-potential employees?

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1 What are coaching outcomes?

2 Why are coaching outcomes important for identifying high-potential employees?

3 How can you design coaching programs that support high-potential employees?

4 How can you use coaching outcomes to identify high-potential employees?

5 What are the benefits of using coaching outcomes to identify high-potential employees?

6 Here’s what else to consider

Leadership Development Coaching

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How can coaching outcomes identify high-potential employees?

1

2

3

4

5

6

1 What are coaching outcomes?

2 Why are coaching outcomes important for identifying high-potential employees?

3 How can you design coaching programs that support high-potential employees?

4 How can you use coaching outcomes to identify high-potential employees?

5 What are the benefits of using coaching outcomes to identify high-potential employees?

6 Here’s what else to consider

Leadership Development Coaching

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