A month ago, I published an article on HR.com regarding how we measure the value of coaches and hold them accountable. 

It’s been an ongoing discussion in the tiny world of coaching – this challenge of showing value and ROI on what are typically “soft skills” and items difficult to measure. 

But what’s rarely discussed is how we hold coaches accountable for the promises of development that they make. 

We’ve seen the news recently of layoffs and changes happening across numerous industries. And what I’m seeing based on this is an increase in individuals looking to pay for coaches out of their own pockets – either they are looking to better position themselves amid layoffs within a company, or are looking for a career coach to help them land their next gig. 

If you happen to be in this camp, or, if you work with coaches or a coaching program in your organization, I would encourage you to move beyond just the ROI conversation (it’s still needed!) and move the discussion to accountability as well. For any coaching engagement to be truly successful, all three parties need to be accountable: coach, client and organization. 

Vulnerable people often look for a guru, and there is no shortage of those in the coaching world. However, when everyone claims to be an expert or offers a promise to the yellow brick road, they should be held accountable for what they can and can’t deliver. 

As always – happy to chat about how Bellwether approaches this philosophically and realistically – we guarantee success in our coaching engagements. 

Thanks and have a great week!

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And, um, and it’s an important topic because a lot of people need it. And it’s, it’s, you know, I’ll tell you why. Let me just tell you why the world is, is buckling and it’s a difficult place to be right now. And there are a lot of people, I’m having a lot of conversations from a developmental standpoint. Um, people are either looking to invest in themselves to paying outta pocket for coaches, uh, to make sure that they’re positioned well before layoffs happen.

It’s a little too late for that, but people are making that investment right now. How do I do it? Who do I talk to? I’m having a lot of, uh, conversations like that. They’re also people looking for career coaches who I don’t typically work with, but I, I’ll refer them if you’re looking for that. Um, who unfortunately were wrapped up in the layoffs, all kinds of layoffs. I get a lot of those phone calls as well.

Um, and so I, I recently wrote an article, um, I I, I called it Fire All the Coaches and they, they very prudently changed the name of it to questioning the ROI or, or something along those lines. Um, I’ll put a link to it under this on, on the Bellwether Hub site. Um, but basically it was the argument of, as we look at what everybody’s looking to do and needing a coach, and there are a lot of vulnerable people, and I’ve, I’ve harped on this a lot and I apologize, but it’s very important, and this aligns very much with the previous episode on advocating for yourself is, um, there are a lot of vulnerable people who are looking for gurus.

And we need to make sure that we’re holding these gurus accountable, right? For the promises of development that they’re making. There’s the old saying, if you can’t do something, you teach. And if you can’t teach, you coach. Um, and I remember when I first got started in coaching, people were like, Oh, really? You’re a coach? Okay.You know, my half idiot cousin, um, who didn’t graduate college became a coach. Uh, I’ve seen all kinds of coaches.

There’s, there’s career coaches, executive coaches, women’s empowerment coaches. I just saw a social security coach the other day, wellness coaches, retirement coaches. There is a coach for anything and everything that you could possibly need and that’s great . But, but, but, and I see this a lot in organizations and I get a lot of blank faces and I can’t believe it hasn’t hit them yet. Um, and I will drive this home for you.

If you are looking to spend money on you to invest in a coach, you’re actually, it’s not an investment in a coach. It’s an investment in you. And that coach needs to deliver you an ROI that’s acceptable to you, you that warrants the amount of money that you’re paying them. If you want to pay someone a hundred bucks an hour to listen to your problems, to give you advice, that’s fine, but you’re getting a hundred dollars an hour kind of advice, right?

Good coaches are a lot more expensive than that. Um, but anyway, so that’s what what spawned this conversation is I was talking to the head of field development at a bank and they’re spending buku bucks on coaches. And I, I knew this guy from when I worked in corporate, he was very gracious with his time. I just wanted to hear his perspective. I wasn’t pitching on anything. It was purely a, a friendly conversation.

And um, and he told me he was firing all their coaches, all the coaches that, that this, this company had, had hired to get their people all set up. And I said, Good, tell me more. That’s great. Awesome. Fire. All the coaches, um, basically everyone that was going through coaching was doing worse than everyone who wasn’t doing coaching. And I said, That’s a good reason to fire the coaches, right? Um, not only are you losing the productivity because they’re going off to sit in these coaching sessions, but they’re also now doing worse.

So they’re actually doing damage, right? Whoever these coaches were, then he told me how much he was paying for the coaches, and I almost choked. I laughed at him a little bit, um, cuz I didn’t think he was serious. And then I realized he was serious. And then I tried to back it back a little bit and I think I kind of pissed him off. Um, I couldn’t believe the amount of money they were spending on coaches.

Um, and ultimately I told them in a very nice way, it’s your own fault, right? They were holding, there was no accountability on the coaches that they were spending hundreds of thousands of dollars on for these coaches, for all these advisors and all these other people. Um, not one success metric was defined. Not one way that they knew that this was a good investment. And the only way they figured it out was that they decided to take a look and said, Oh, these people are actually doing worse.

Okay? There was no set goal for, for the engagement. And, and then it formed a lot for me as I was setting up my program, um, because I’ve had similar conversations over time. Is there are these promises of what we can do. And you say, Well, how do you measure and say, Oh, well you can’t really measure leadership. Well know when we see it. You know, they say all these things, but there is, you know, if we’re making an investment, especially individuals who are paying out of their own pocket right now, you are the one who’s responsible for dictating success and what you expect of the coach.