| 12. How can the success of the coaching process be measured? |
|
Measurement may be thought of in two distinct ways. First, there are the external indicators of performance: measures which can be seen and measured in the individual’s or team’s environment. Second, there are internal indicators
of success: measures which are inherent within the individual or team
members being coached and can be measured by the individual or team
being coached with the support of the coach. Ideally, both external and
internal metrics are incorporated. Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback which is obtained from a sample of the individual’s constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should ideally be things the individual is already measuring and are things the individual has some ability to directly influence. Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual’s self-awareness and awareness of others, shifts in thinking which inform more effective actions, and shifts in one’s emotional state which inspire confidence. |
