The value of the coaching at the workplace at all levels of the organization has been maintained by various studies. It assists the management of the organization to establish the feeling of self-efficacy. In one of the qualitative survey of various organizations, it was observed that out of the three coaching skills (communicating effectively, establishing coaching relationship and facilitating performance and learning); the most important for the overall development of the employees in the organization is communicating effectively. It was also seen that a majority of the employees regarded feedback from the senior executive as the most important aspect towards improving the overall performance of the workers.
Another study which surveys about 16 firms in an urban district of a region wherein the employees were enrolled in a coaching price for 6 months; the study concluded that a huge number of employees regarded coaching to have a positive effect on them as it enabled them be more confident in their approach and hence deal with the given situation in the workplace with more efficiency (Connor and Pokora 2012). During the coaching the most crucial activity in which the participants indulged in was exchanging feedbacks from the coach.
More sophisticated qualitative methods were used by other retrospective studies so as to evaluate the factors which resulted in making of an efficient coaching program for the executives of an organization. In one of the study by Bush (2005), so as to ascertain as to how the executives of the corporate view the use of executive coaching; the method of phenomenology was applied. Twelve corporate managers were identified as participants in the study by using the method of network sampling so as to select a purposive sample. The selected participants in this study were asked to tell about the coaching sessions which were positive according to them. Also, what according to them was successful in these coaching sessions which they attended and also to identify as to which all aspects of the coaching session didn’t work.
It was indicated by the result that most of the employees regarded executive coaching to be quite effective when the employee was committed and motivated to the process of coaching. Moreover, it was also observed that the process of coaching worked well with a seasoned coach. The coach had a positive image amongst the employees and at the same time the sessions which were focused and structured in such way so as to focus on the development of the employees were regarded beneficial to the selected sample size of the study (Baron and Morin 2010).