The Impact of Motivation on Perceptions of Coach Effectiveness

Abstract

Organizations are willing to spend large amounts of money on executive coaches to guide employees through developmental stages or improve their skill sets. Minimal research has investigated the impact a client’s characteristics have in the coaching process. The present study focuses on identifying perceptions individuals have about an Executive Coach’s characteristics (e.g., experience, effectiveness, and qualifications) and method of communication (Face-to-Face vs Telephone), and determine how they select a coach. Fictitious Executive Coach profiles were evaluated by individuals. Results indicated that while an Executive Coach’s preferred method of communication did not reveal a difference in how individuals rank an Executive Coach’s experience, effectiveness, and qualifications, it does seem to have an impact on how they select a coach. Specifically, individuals were more likely to want to work with an Executive Coach who preferred Face-to-Face communication. Similarly, an individual’s motivation did not reveal a difference in how individuals rank an Executive Coach’s experience, effectiveness, and qualifications, but did seem to have an impact on how they select a coach. Specifically, individuals with higher Motivation to Lead (MTL) scores seemed to influence how they select a coach as well.