Coaching has become an increasingly popular intervention in executive and leadership development, personal growth, and organisational transformation. Yet despite its widespread use, questions remain: Does coaching actually work? And if so, how and why does it create lasting change?
Evidence from Research
Over the past decade, coaching research has moved from anecdotal success stories toward a growing body of empirical evidence. When we look closely at this research, a clear picture emerges: coaching is effective, particularly when it is grounded in psychological theory, relational quality, structured reflection, and experimentation. Positive effects found include goal attainment, well-being, resilience, work performance, and self-regulation. Importantly, these effects are not limited to subjective perceptions; they also appear in objectively measured behavioural and performance outcomes.
Relational Quality as a Core Success Factor
Across multiple studies, one factor consistently predicts coaching success: the quality of the coaching relationship. Research highlights that trust, psychological safety, and the coach’s capacity to remain present and non-directive are central to effective coaching. Rather than offering advice or solutions, effective coaches create a relational space where clients can explore uncertainty, challenge assumptions, and experiment with new perspectives.
Coaching in Organisational and Leadership Contexts
The effectiveness of coaching becomes particularly evident in leadership and organisational settings. Research published in peer-reviewed journals demonstrates that coaching improves leadership effectiveness, communication, emotional intelligence, and stress management. Leaders who engage in coaching often report increased clarity in decision-making, greater resilience under pressure, and improved relationships with teams.
Importantly, coaching also contributes to broader organisational outcomes. Studies indicate positive spillover effects, such as enhanced team climate, higher engagement, and improved adaptability during periods of change. This suggests that coaching does not only benefit individuals, but also strengthens the systems in which they operate.
From Research to Practice: Coaching with Julius
The scientific findings on coaching effectiveness align closely with my coaching philosophy and practice. Based in Berlin-Charlottenburg, my coaching approach emphasises presence, relational depth, and embodied awareness elements that research consistently identifies as critical success factors. Rather than focusing on quick fixes or performance optimisation alone, I works in my leadership and executive coachings with clients at the intersection of leadership, health, and personal development. I work in a hybrid setting, combining online work with sessions at my coaching studio in Berlin-Charlottenburg.
Conclusion
The growing body of coaching research provides a clear answer to the question of effectiveness: coaching works, and it works in meaningful, measurable ways. When grounded in psychological theory, delivered through high-quality relationships, and focused on reflective learning and embodied experiments, coaching supports lasting behavioural and emotional change. For individuals and organisations seeking sustainable development rather than short-term performance boosts, coaching represents one of the most robust and human-centred interventions available today.