This paper summarizes the present state of the outcome research in executive coaching and reports on the results of a large-scale study of executive coaching outcomes in realistic contracted coaching practice, based on data from 1,895 client-coach pairs (366 different coaches) from 34 countries, and 92 sponsors; i.e. a total of 3,882 usable completed surveys. It examines possible active ingredients, namely the strength of the relationship between coach and client, the self-efficacy of the client, the personality of the client, and the ‘personality match’ between client and coach. The results show that client perceptions of coaching outcome were significantly related to coach and client rated strength of the relationship and to client self-efficacy, but are not aff ected by client or coach personality or even by personality matching. The client-coach relationship mediated the impact of self-efficacy on coaching outcomes, suggesting that the strength of this relationship – particularly as seen through the eyes of the client – is the key ingredient in coaching outcome.

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Coaching is de laatste jaren enorm in populariteit toegenomen. Waarom is dat zo? Waarom willen zoveel consultants en therapeuten coach worden? Volgens Erik de Haan en Yvonne Burger, beiden zelf actief als executive coach, zijn mensen tegenwoordig meer bereid om toe te geven – tegenover zichzelf en hun omgeving – dat zij professionele hulp nodig hebben om zichzelf beter te leren begrijpen en zich te ontwikkelen in hun werkomgeving.


Executive coaching is een op maat gesneden vorm van organisatie- en leiderschapsontwikkeling waarbij een leider een aantal overeengekomen gesprekken voert met een coachend psycholoog of deskundige op het gebied van persoonlijke ontwikkeling. Het is dus een vorm van organisatieontwikkeling door middel van gesprekken onder vier ogen ten behoeve van persoonlijke ontwikkeling.

Executive coaching kan op diverse manieren worden ingezet, bijvoorbeeld om een impasse te doorbreken, om een drempel weg te nemen of om sterke punten in het vizier te krijgen en daarop voort te bouwen. Coaching wordt duidelijk steeds belangrijker en dus wordt ook steeds vaker de vraag gesteld waarom dat zo is. Vanwaar al die boeken over executive coaching en al die opleidingen en zelfs postgraduate kwalificatieprogramma’s? Waarom willen zoveel consultants en therapeuten coach worden? En waarom al die professionele accreditaties, nationale en internationale beroepsverenigingen, en conferenties voor coaching? Wij zien in essentie drie redenen voor al die activiteit en het kennelijk zo


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