Four Levels Kirkpatrick Evaluation Model
MAGUS Group Coaching measures the success of its coaching programs using the Kirkpatrick Model. This model ensures that participants not only benefit from a program immediately upon completion, but the program continues to impact that participant’s development through time within his/her organization.
Below are survey results from a Manager As CoachSM program designed for a Fortune 50 financial services firm.
LEVEL 1: REACTION OF LEARNER
What participants thought and felt about the program
LEVEL 2: LEARNING
The resulting increase in knowledge and/or capability of the participants
93% RATED COACHING PROGRAM AS “VERY EFFECTIVE/EFFECTIVE”
| Very Effective | Effective | |
| Help me to become a better coach of my directs | 60% | 33% |
| Increased self-awareness | 73% | 20% |
| Increased awareness of impact on others | 53% | 40% |
| Helped me practice & learn new behaviors | 60% | 33% |
| Provided resources & tools to support change | 47% | 46% |
LEVEL 3: BEHAVIOR
Extent of behavior and capability improvement and implementation/application of the participants
 |
I have shared some of what I have learned with my associates and have seen them develop. It has been very rewarding." |
|
Coaching others to find their own answers reduces the time I spend answering the same questions. Once they discover the answer on their own, they do not need a refresher. They also learn how to solve other dilemmas on their own.” |
|
By questioning my directs instead of instructing them, I have found that they usually have a solution in mind themselves, often better than my own. They then have huge buy-in to their own solutions, and develop much more through it.” |
|
I feel like my directs are empowered and engaged. They are driving results too.” |
LEVEL 4: RESULTS
The effects on the business resulting from the participant's performance
Direct reports rated managers who had attended the coaching program significantly higher than their non-attendee peers in 5 key areas.
 |
|
 |
 |
 |
 |