Leadership coaching serves as a valuable tool for supporting professional and personal growth within organizations. Many companies invest in coaching for their top executives and management teams to enhance leadership effectiveness. However, when coaching fails to yield significant progress, whether due to leadership stagnation or unproductive sessions, it can result in wasted resources and continued ineffective leadership that impacts the entire organization. Understanding the key drivers of successful coaching outcomes is essential, and recent research by Solms and colleagues (2025) sheds light on this important aspect.
Coach-Coache Fit:
In a study of a voluntary coaching program in the Netherlands involving six sessions per participant, researchers found that matching coaches and coachees based on superficial similarities, such as gender or personality, can actually hinder the coaching relationship rather than enhance it. The study also revealed that many coaches focus excessively on building rapport and trust, neglecting the crucial aspect of helping coachees achieve their goals. The most successful coaching relationships were characterized by coaches facilitating reflection and coachees translating intentions into actionable behaviors. This approach not only led to improved outcomes but also resulted in more positive perceptions of the coaching experience.
Practical Recommendations:
The study underscores the critical role of the coach-coachee relationship in determining the effectiveness of coaching interventions. To optimize coaching results, organizations are advised to:
– Encourage coachees to consider their individual needs and preferences when selecting a coach to ensure a better match.
– Avoid basing coach-coachee pairings solely on superficial characteristics like gender or personality.
– Prioritize the establishment of clear goals and opportunities for reflection during coaching sessions, rather than solely focusing on relationship-building. This approach enables coachees to translate their intentions into concrete actions and achieve their objectives effectively.
Solms, L., Van Vianen, Aem, Nevicka, B., Koen, J., De Hoog, M., & De Pagter, APJ (2025). It’s a match! The role of Coach-Coachee Fit in the working alliance and effectiveness of coaching. Journal of Occupational and Organizational Psychology, 98(1), article E12523.
This study highlights the importance of the coach-coachee relationship in driving successful coaching outcomes and provides practical insights for organizations looking to maximize the impact of their coaching programs. By implementing these recommendations, businesses can enhance the effectiveness of their coaching initiatives and support the development of strong leadership within their ranks.