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 your environment. Second, there are internal indicators of success: measures which are inherent within you and can be measured by 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 your 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 you are already measuring and are things you have some ability to directly influence. Examples of internal measures include self-scoring/self-validating assessments
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 individuals or teams 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 individuals 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
Evidenced Based Coaching for "disruptive physicians" consists of a Pre and Post Test as well as a structured intervention with client workbooks as well as DVDs, CDs, quizzes and experiential exercises. The obvious advantage of a Pre and Post Test and a structured curriculum is the opportunity to determine the success of failure for each client.
Measurement may be thought of in two distinct ways. First, there are the external indicators of performance: measures that can be seen and measured in the client’s environment. Second, there are internal indicators of success: measures that are inherent within the client and can be measured by the client 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 client’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 client is already measuring and are things the client has some ability to directly influence. Examples of internal measures
