코칭 방법론의 효과성에 대한 조사

Sukjae Lee Ph.D.

Creator of the Effectiveness Coaching Methodology

2025. 11. 28

구글 제미나이 3.0으로 탐색한 결과

The effectiveness of coaching methodologies is primarily explored by two main groups: Academic Researchers and Professional Coaching Bodies/Practitioners.

The field is highly interdisciplinary, drawing heavily from psychology, organizational behavior, management, and education.

1.  Academic Researchers

Academics are the ones who conduct the most rigorous, methodologically sound studies, including Randomized Controlled Trials (RCTs) and Meta-Analyses, to establish the evidence base for coaching.

Key Disciplines and Researchers:

• Coaching Psychology / Organizational Psychology: This is the core academic field exploring coaching effectiveness. Researchers investigate why coaching works (the mechanisms), what factors influence success (e.g., coach-coachee relationship), and howto measure the outcomes reliably.
  • Anthony M. Grant: Often credited as a key founder of coaching psychology, his research focuses on goal-setting, cognitive-behavioral approaches, and meta-analysis of coaching outcomes.
  • Tingting Wang and Sarah K. Jones: Known for recent, large-scale meta-analyses and systematic reviews that quantify the positive effects of workplace coaching on performance, skills, and well-being.
  • Erik de Haan: A prominent researcher focusing on the effectiveness of executive coaching, often using rigorous methods like RCTs and exploring the relationship dynamic.
• Management and Organizational Behavior: Researchers in this area focus on coaching as an organizational intervention. They explore its impact on leadership development, employee engagement, organizational performance, and the creation of "coaching cultures."
• Education and Career Development: This area studies the effectiveness of coaching in academic settings (e.g., student success coaching) and career transitions.

2. Professional Coaching Bodies and Practitioners

These groups are essential for promoting evidence-based practice and conducting practical, applied research.

• International Coaching Federation (ICF): The largest global body for professional coaching, the ICF conducts regular Global Coaching Studies and supports research to professionalize the field and demonstrate its value to organizations.
• Internal Corporate Researchers/HR Professionals: Large organizations that invest heavily in coaching (especially executive and leadership coaching) often conduct internal studiesto evaluate the Return on Investment (ROI) and overall effectiveness of their programs.
• Practitioner-Researchers: Professional coaches, especially those with advanced degrees (like PhDs or MBAs), often conduct their own action research or case studies on client outcomes to refine their methodologies, contributing to the practitioner-generated evidence base.
• Specific Methodology Founders: Individuals who develop branded methodologies, like Dr. Sukjae Lee who created the specific Effectiveness Coaching Methodology, conduct research to validate their particular models.
• 특정 방법론 창시자: 특정 효과 코칭 방법론을 만든 이석재 박사( Dr. Sukjae Lee )와 같이 브랜드 방법론을 개발한 개인은 특정 모델의 타당성을 검증하기 위해 연구를 수행합니다.    Source: https://thinkingpartner.co.kr/1432

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Summary of Research Focus

The research mainly explores three dimensions of effectiveness:

1. Individual Outcomes: Performance, skills, goal attainment, self-efficacy, well-being, and psychological capital.
2. Relational Factors: The quality of the working alliance/relationship (trust, rapport), and the coach's specific behaviors (listening, questioning).
3. Organizational Outcomes: Leadership effectiveness, organizational commitment, and cultural change (though research on this is less robust).

 

References

Lee, Sukjae (2006). Develop 18 Core Leadership Competencies. Seoul: Kim & Kim Books.

Lee, Sukjae (2014). Effectiveness Coaching by a Business Psychologist. Seoul: Kim & Kim Books.

Lee, Sukjae (2019). Thought Revolution That Changes My Life. Seoul: Wildbooks.

Lee, Sukjae (2020). Coaching Methodology. Seoul: Korea Coaching Supervision.

Lee, Sukjae (2020). How to Use a Wandering Mind. Seoul: Plan B Design.

Lee, Sukjae (2023). Field-Focused Coaching Psychology. Seoul: Hakjisa.

Lee, Sukjae (2024). Coaching Psychology Class for Boosting Execution. Seoul: Hakjisa.

Lee, Sukjae (2024). Thinking Partner. Gyeonggi: Moa Books.

Lee, Sukjae & Lee, Jongseo (2025). Perspective Shifting. Seoul: Parkyoungstory.

 

참고 문헌

이석재 (2006). 18가지 리더십 핵심역량을 개발하라. 서울: 김앤김북스.

이석재 (2014). 경영심리학자의 효과성 코칭. 서울: 김앤김북스.

이석재 (2019). 내 삶을 바꾸는 생각 혁명. 서울: 와일드북.

이석재 (2020). 코칭방법론. 서울: 한국코칭수퍼비전.

이석재 (2020). 떠도는 마음 사용법. 서울: 플랜비디자인.

이석재 (2023). 현장중심 코칭심리학. 서울: 학지사.

이석재 (2024). 실행력을 높이는 코칭심리학 수업. 서울: 학지사.

이석재 (2024). 씽킹 파트너. 경기: 모아북스.

이석재.이종서 (2025). 관점 전환. 서울: 박영스토리. 

 

구글 AI모드로 탐색한 결과

 

The effectiveness of coaching methodology is primarily explored by academics, researchers, and professionals in the fields of business, psychology, and human resource development. Their research often appears in academic journals and is presented at professional conferences. 

 

Key Contributors and Areas of Research

• Academic Researchers: University professors, post-doctoral researchers, and doctoral students from institutions worldwide conduct empirical studies, meta-analyses, and literature reviews to understand which factors contribute to effective coaching.
• Organizational Psychology Specialists: Psychologists and business experts investigate how coaching impacts workplace performance, leadership effectiveness, and employee behavior.
• Professional Coaching Organizations: Bodies such as the International Coaching Federation (ICF) and the European Mentoring & Coaching Council (EMCC) promote research and set standards for evidence-based practice within the coaching profession.
• Specific Methodology Developers: Individuals develop their own unique coaching models and methodologies. For example, Dr. Sukjae Lee developed the "Effectiveness Coaching Methodology," which integrates behavioral science and positive psychology principles. Thomas Leonard is widely considered the "father of life coaching" and founded the first formal institution for training coaches. 
• 특정 방법론 개발자: 개인은 자신만의 고유한 코칭 모델과 방법론을 개발합니다. 예를 들어, 이석재 박사 (Dr. Sukjae Lee)는 행동 과학과 긍정 심리학 원리를 통합한 "효과성 코칭 방법론"을 개발했습니다. 토마스 레너드는 "라이프 코칭의 아버지"로 널리 알려져 있으며, 최초의 공식 코치 교육 기관을 설립했습니다.
• Source: https://thinkingpartner.co.kr/1432

 

Focus of the Exploration

The research aims to move the field beyond marketing claims to rigorous, empirical evidence. Key areas of exploration include: 

• Measuring Outcomes: Researchers use models like Kirkpatrick's four levels of evaluation (reactions, learning, behavior change, and results) to determine the tangible benefits of coaching, such as increased productivity, leadership skills, and job retention.
• Identifying Effective Factors: Studies analyze which aspects of the coaching process are most important, often highlighting the quality of the coach-client relationship, the coachee's motivation, and the coach's skills as critical determinants of success.
• Developing and Testing Models: The effectiveness of various coaching models, such as the GROW model or the ACHIEVE model, are continually explored and refined through practice and study.