CAN WORKING WITH AN EXECUTIVE COACH IMPROVE MULTISOURCE FEEDBACK RATINGS OVER TIME? A QUASI‐EXPERIMENTAL FIELD STUDY

TLDR

The study examined whether executive coaching improves multisource feedback over time. The study followed 1,361 senior managers, of whom 404 received executive coaching to review feedback and set goals, and reassessed 1,202 of them a year later with new multisource feedback. Managers who received coaching set more specific goals, solicited more supervisor input, and showed modest improvements in direct‑report and supervisor ratings (small effect sizes).

Abstract

This study examined the effects of executive coaching on multisource feedback over time. Participants were 1,361 senior managers who received multisource feedback; 404 of these senior managers worked with an executive coach (EC) to review their feedback and set goals. One year later, 1,202 senior managers (88% of the original sample) received multisource feedback from another survey. Managers who worked with an EC were more likely than other managers to set specific (rather than vague) goals ( d = .16) and to solicit ideas for improvement from their supervisors ( d = .36). Managers who worked with an EC improved more than other managers in terms of direct report and supervisor ratings, however, the effect size ( d = .17) was small.