Updated: Oct 27, 2020
Test users wanted: evoach leads the way into the future of coaching with a first ever study on the effectiveness of digital coaching. ---> The study is now closed and we are evaluating the results - stay tuned!
The coaching industry has been in transformation for years, the current crisis acts as an accelerator of a large-scale digital disruption. Five months into the Corona time, many things suddenly seem possible in business coaching that nobody would have wanted to think before:
Previous face-to-face coaching advocates now work via video conferencing only.
Business coaching - like training - either takes place online or not at all.
Entire workforces experience new challenges in teamwork and leadership while working from home 100%.
New coaching needs are emerging and the interest of HR managers in purely digital offerings is growing.
Many people find digital (self-)coaching exciting, but before they have tried it, there is a residual uncertainty as to whether it really works.
Nobody doubts the effectiveness of 1:1 coaching. However, the effectiveness of purely digital coaching has been scarcely researched so far, which is also due to the lack of offers in the market.
As a rule, research concentrates on the factors that make coaching sessions effective, i.e. characteristics that effective coaching sessions have in common and that distinguish them from less effective coaching sessions. In 2011, psychologist Theresa Wechsler has identified the following positive effect factors for classic coaching:
Result oriented problem reflection
Clarification of objectives
For the meta-analysis "Does Coaching Work?", coaching researcher Tim Theeboom from the University of Amsterdam reviewed a total of 107 coaching studies in 2013 and evaluated 18 with the following result: "In general, our meta-analytical results indicate that coaching is an effective tool for improving the way individuals in organisations work. Thus, future research should no longer primarily ask the question of whether coaching is effective, but how and by what means (effect factors) it works.
"The first study on the effectiveness of digital coaching will bring us new insights into the digital use of coaching and catapult the entire industry a big step into the future".
For our purely digital coaching sessions we have so far achieved satisfied customer feedback and a high NPS in the evaluation, but no scientifically proven effectiveness. This is what we want to change with our current study! In a second step, with further scientific support, we want to find out whether analog, hybrid and digital are dominated by the same factors.
You want to help us to better understand and shape the future of digital coaching?
Then let's get to work: We are looking for 100 participants to work on a real conflict with our "Solving Conflicts" module and to fill out a short questionnaire before and after. We are conducting the study together with the Human Resources Development course at the Bundeswehr University in Munich and will be happy to share the results with all participants afterwards.
Participation and sharing is explicitly welcome!