Is workplace coaching effective in terms of delivering individual learning and development, and improvements in performance and results for organizations? Despite the huge growth in the use of coaching as a strategy for employee learning and development, there remains a paucity of scientific evidence examining its benefits for organizations, coupled with a generally poor specification of the types of outcomes that can be expected from coaching. In this study, we report a meta-analysis of the effects of coaching on performance, and other learning and development outcome criteria. We also examine moderators of these effects, focusing on the techniques and features of specific coaching interventions.
