If Leaders don’t know there is a gap, how can we expect them to change?
The Ashton Business School reviewed 24 studies, involving 2724 participants considering 360 feedback, Training and Coaching effectiveness for Leadership change.
Below I have summarised what they found:
- Training staff is effective, well received and results in positive learning and behavior change.
- Managerial Training has a low effect.
- Managerial Training improves to moderate to low effect when a target behavior is identified and results measured.
- 360-degree feedback has a very low effect due to ambiguous measures and inexperienced raters, and/or managers with low coaching ability.
- 360-degree feedback will only be moderately effective for some, based on personality factors such as a person’s level of self-efficacy (high self-efficacy = acceptance of feedback).
- Coaching was more effective when multi-source feedback was excluded.
- Executive Coaching that is flexibly designed and delivered has a moderate to high effect.
- Executive Coaches who have a deep understanding of the workings of an organisation have an equal effect to Training effectiveness.
What the research suggests is that most organisations are going to achieve better results through their people if they incorporate a multidisciplinary approach to improve staff performance.
If you would like to know more about this approach or are looking to change Leadership approaches for yourself or your organisation please book a time below.