Interviews

Interviewing is one of most widely used and generally appropriate methods of information collection for coaching researchers. Interviews can be conducted individually or in small groups. Sometimes they are open ended: the interviewees’ responses to initial questions (which usually are determined ahead of time) dictate the nature and scope of later questions. At other times, the questions all might be specified prior to the interview. Interviews can be conducted in person, by telephone, by email or even via social media. A random sampling of attitudes and perceptions about coaching can also be conducted with limited time and personnel through the use of polling techniques.

Observation

An effective research initiative will often make extensive use of observation when the opportunity is available. Though observations are time consuming and often bump up against the issue of confidentiality, they provide the researcher with rich insights into the real workings of the coaching process. Even if researchers can’t sit in on the actual coaching session, they might be allowed to watch the coaching client in action—exhibiting (or not exhibiting) some of the behavioral outcomes that are sought as evidence of coaching effectiveness.  If nothing else, a researcher might observe continuing projects having to do with the coaching program that don’t violate confidentiality (for example, training sessions or planning meetings) or events that reflect on the milieu of the organization in which the coaching is taking place (for example, spontaneous activities, award celebrations or special events).

Participant-Observation

In some instances, a researcher might deem it useful to assume a participant-observer role by becoming actively involved in some event related to the coaching process (for example, participating in several coaching sessions). The participant-observer records not only what she has observed but also her personal reactions to participation in the event.