Though coaching is a top priority for organizations and a staple in leadership training, studies consistently show it ranks lowest when measuring managerial effectiveness. The gap between intention and impact may lie in how coaching is practiced, according to recent research.
- Scheduled coaching often feels like a burden and misses key development opportunities.
- In-the-moment coaching during daily work interactions improves impact and retention.
- Balancing positive feedback with criticism strengthens trust and team dynamics.
What happened
Despite coaching being widely recognized as essential by organizations, research repeatedly finds that managers rank low in coaching effectiveness based on 360-degree reviews and leadership assessments. Studies reveal a consistent gap between organizations’ intentions to coach and managers’ actual performance in this area.
This disconnect is partly because many managers treat coaching as a formal, scheduled conversation, often on a weekly or annual basis. Such coaching sessions require emotional energy and time, turning coaching into a distinct and sometimes stressful task rather than a natural part of daily work.
Why it feels good
Recent organizational research introduces the concept of in-the-moment coaching, where feedback is delivered spontaneously during regular work interactions. These brief, low-pressure moments—like a quick comment after a meeting or a question over coffee—occur naturally and are often more effective because the experience is fresh and the atmosphere less formal.
This approach encourages managers to shift their focus from scheduling coaching sessions to paying closer attention to everyday interactions. It also highlights the power of balancing positive feedback with constructive comments, reinforcing good behaviors and fostering trust within teams.
What to enjoy or watch next
Managers and organizations interested in improving coaching effectiveness should explore ways to integrate feedback into daily work rather than relying solely on formal meetings. This includes practicing open-ended questions that engage team members’ critical thinking and supporting a culture where small wins are regularly recognized.
For those looking to deepen their understanding or apply these insights, following research on high-performing teams and leadership development programs that emphasize real-time coaching can offer valuable strategies. Embracing these changes can make coaching more natural, enjoyable, and impactful for everyone involved.