The Importance of Coach-Coachee Matching – a research study
How the Research was Conducted
This study took place in Johannesburg within the South African context of business executive coaching which is growing in popularity in corporates. It involved seven private sector organisations that had implemented executive coaching as a management development tool. The participants included twenty-two (22) participants consisting of fifteen (15) coachees, four (4) HR managers and three (3) coaches.
Research instrument: The researcher used an in-depth semi-structured interview technique for data collection.
- Factors contributing to positive organisation-coachee dynamics include: an organisational coaching culture and formal programme; trained internal coaches; geographic access to coaches; availability of choice; a dedicated matching person; group coaching and an enabling use of technology.
- Factors contributing to negative organisation-coachee dynamics include limited coach experience; remedial coaching; negative feedback and limiting technology use.
- Factors contributing to positive coach-coachee matching dynamics include: complementarity of personality, values and beliefs of the coach and coachee dyad. The other findings pointed to preferred demographics of coach and coachee;
- Factors that contribute to negative coach-coachee dynamics included unmet expectations of the coachee; lack of trust; personality clash; crossing of the coaching relationship boundaries; negative impact of coach-coachee demographics.
Conclusions of the study
The conclusions of this study seem to indicate that organisations need to consider the dynamics involved in matching coaches to coachees and implement necessary programmatic strategies to ensure effective matching process with a focus on the establishment of the coaching relationship.
I offer clients integrative coaching services that align individual executive coaching, senior management team coaching and OD interventions for strategy alignment.