Leadership Development (and thus Executive Coaching) interventions should be measured by the results these interventions produce. However, most companies measure how happy people are with such activities—which is not necessarily the same as getting results...

To my surprise, in most of my executive coaching engagements, I have to challenge my clients to define a ROI for our work. Shouldn't they be the ones asking me about the ROI for coaching?

How do you measure the effectiveness of your leadership development activities? By entertainment value or business results?