(Adapted from "The Coaching Effect" book.)
If you're a leader you know that "coaching" has always been considered a soft skill, and what differentiates a soft skill from a hard skill is measurability. The way one dresses, their executive presence, social graces, voice intonation, body language, and so on are soft skills because they are not measured nor correlated to performance.
Coaching, however, no longer fits that definition since it can now be measured and correlated to decreases or increases in performance. For example, when EcSell Institute measures how often a coach does joint work with sales people, how often they have a career discussion, how often they provide feedback, how often they are holding one-to-one meetings, and how effective they are at all those activities, we can then correlate them to performance and draw fact-based conclusions on coaching effectiveness. More on this here.