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Whereas coaching is enormously popular as a management tool, research on coaching effectiveness is lagging behind. An additional problem is that the studies on coaching that are currently available have focused on a large variety of processes and outcome measures and generally lack a firm theoretical foundation. With the meta-analysis presented in this article, we aim to shed light on the effectiveness of coaching within an organizational context in order to provide an answer to the question whether coaching has an effect on five both theoretically and practically relevant individual level outcome categories: performance/skills, well-being, coping, work attitudes and goal-directed self-regulation. The Hedges and Olkin (1985) approach to meta-analysis was used to calculate the effectsizes of 18 studies (total N = 3103). The results show that coaching has significant positive effects on all outcomes with effect sizes ranging from g = .43 (coping) to g = .74 (goal- directed self-regulation). This indicates that coaching is, overall, an effective intervention in organizations.
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