Is change management coaching effective?

Studies show that catalyzing change, and related skills, is one of the top topics that leaders target with coaches. But does change management coaching work? Let’s review research on change management coaching and see if there's a clear answer. We'll also explore the benefits of change management coaching and discuss how it can help you successfully navigate through changes.

Professional coaching is linked with increased performance, well-being, and management acumen.

A growing body of research, some published as recently as 2023, indicates that professional coaching is linked with positive results such as increased performance, goal focus, attitudes towards work, and personal well-being.

These results do not seem to be related to a specific coaching model or approach, or the similarity between the coach and client. However, some things do make a difference in results:

• Clients’ level of motivation to learn and grow and their belief that they can do so

• The timely and effective use of assessments by the coach

• Trust between the coach and client, supported by confidentiality

• A strong alliance and sense of mutual partnership between coach and client

• Working with an external coach may be particularly beneficial for those in complex roles

Change Management Coaching enhances leaders’ change readiness, problem-solving, and resilience

A recent study by the International Coach Federation and Human Capital Institute found that coaching with a professional change practitioner was considered to be the most helpful learning activity for achieving goals of change initiatives — even though it is less common than formal training, meetings with senior leaders, or stretch assignments. Other studies indicate coaching may be particularly useful to improve leaders’ change readiness, problem-solving, and resilience when leading workplace change.

A broader body of evidence — drawing from education, social services, and healthcare — suggests that coaching with an experienced professional can support the ability of staff, leaders, and managers to effectively use new practices on the job.

The effectiveness of such coaching is linked with:

• Coaching on a formal schedule (vs ad hoc)

• Focus on both skill-building and troubleshooting

• Evaluating progress against goals

Get the most from your investments in organizational change

Research indicates professional coaching is linked with increased performance, well-being, and leader effectiveness, as well as supporting better outcomes of organizational change efforts. If you’re looking to make changes in your organization - whether it’s introducing a new process or rolling out a new product - consider investing in coaching for those tasked with leading change and executing change. Not only will this help people to feel supported during times of change, but it can also lead to increased performance and better outcomes.

Last updated March 2024 to reflect findings from new research.

References

Athanasopoulou, A., & Dopson, S. (2018). A systematic review of executive coaching outcomes: Is it the journey or the destination that matters the most?. The Leadership Quarterly, 29(1), 70-88.

Bozer, G., & Jones, R. J. (2018). Understanding the factors that determine workplace coaching effectiveness: A systematic literature review. European Journal of Work and Organizational Psychology, 27(3), 342-361.

de Haan, E., & Nilsson, V. O. (2023). What can we know about the effectiveness of coaching? A meta-analysis based only on randomized controlled trials. Academy of Management Learning & Education, 22(4), 641-661.

Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.

Jones, R. J., Woods, S. A., & Guillaume, Y. R. (2016). The effectiveness of workplace coaching: A meta‐analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89(2), 249-277.

Jones, R.J., Woods, S.A. and Zhou, Y. (2018), Boundary conditions of workplace coaching outcomes, Journal of Managerial Psychology, 33(7/8), 475-496.

Kelly, J. A., Somlai, A. M., DiFranceisco, W. J., Otto-Salaj, L. L., McAuliffe, T. L., Hackl, K. L., ... & Rompa, D. (2000). Bridging the gap between the science and service of HIV prevention: transferring effective research-based HIV prevention interventions to community AIDS service providers. American Journal of Public Health, 90(7), 1082.

Snyder, P. A., Hemmeter, M. L., & Fox, L. (2015). Supporting implementation of evidence-based practices through practice-based coaching. Topics in Early Childhood Special Education, 35(3), 133-143.