How do you measure your coaching performance
Posted by richard on 23 Feb 2007 at 12:26 am | Tagged as: "How to" coach tips
Speed your growth? Here is one way.
A great goal for your client is to have them Grow Beyond Their Current Role. It is a sure way to expand and to learn.
As coaches, we really need to be on the top of our game every day and with every prospect/client. Think of your job as the primary vehicle for your own personal development. Being a coach is a means to an end.
If we accept that your success requires you deliver more (expand beyond) than what your current role requires, we grow, serve the clients better and move ahead (psychologically as well as financially). The trick is to know exactly what your role requires in terms of inputs and outputs.
Since coaching is such an intangible service, it may be difficult to measure the soft skills needed for a successful assignment. However, unless you establish your own set of hard measures for these skills (quantitive measures that indicate successful coaching), you will be uncertain of what caused your success.
Why you do what you do?
Your goal is to know what you are doing with your client, why, and how you will measure success. Carefully choose the actions you take to produce the result you are seeking. Get out a big sheet of paper and sketch it out. What do you do and why? You are looking for leading indicators, i.e., If I do this action well (a), the resultant success will be (c). Create your own list. Shoot for 7 - 10 actions you want to measure. This may look easy but it is not.
The main benefits of this process;
- Knowing your measures in advance gives you positive control
- Provides you a personal scorecard and template from which to grow
- Allows you to test various approaches and make refinements
- Keeps you focused on your own skill, not just the project
- Moves you from re-acting at the expense of the project goals
- Allows you to "reward’ yourself as you expand beyond your current role
Send over your ideas
It would be good to hear your view on this topic. Send along a few suggestions on how you would measure your own performance.
Thanks,
Richard 310 394 0200
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Very good - as ususal Richard…
How about an example from something you have done to show metrics for a client?
I think that would be very helpful.
And at the same time it would dispel any notion that you were telling us to do something you might not practice yourself!
Miami
www.creativeMasterminds.com
Work more ON your business and less in it.
Hi Miami
This is really quite easy to do once the coach knows how their own process is supposed to (designed to) work.
If you send me one “improvement” you want your client to make, then we can create some metrics. I don’t like out of context examples cause they have no base… and can be taken out of context
richard
I’ll do it here Richard. (Maybe it will help someone else)
I have an owner for a client. We have been working on his definitions (values, success definitions, personal priorities) and now he is thinking it is time to work with his staff of 6 to help him be less of a worker and more of a leader (defining and communicating vision, cutting red tape, acknowledging and rewarding).
One improvement to measure would be the ratio of time he works in his business vs on his business.
Another would be movement towards building the team ‘empowerment’ idea to allow him to step back some.
Ideas?
Thanks,
Miami
Miami
That is a great example (ratio of time spent,)
From his customer’s viewpoint, the six employees think of a measure like; At least 70% of employees report a sense of personal growth in the area of X quarterly
X would have been co-created by the boss and employee in advance. This makes it all quite measurable
Great example. Thanks miami
Richard
Excellent tips! Helps a lot of coaches be more effective.