How NOT to Measure Coaching Success

Working with an executive coach brings many benefits on many levels, both personal and for an organization.

But it’s more than a “feel-good” exercise. Measuring the return on investment of hiring a coach is tricky, but not impossible.

For example, success isn’t measured by:

  • How well the leader performs with the coach’s help. It must be judged on how well he or she performs after the coach has left the scene.
  • How leaders feel about their own progress. It must be judged on the changes stakeholders perceive.
  • The leader’s positive feelings toward, and relationship with, the coach. True success is measured by results.

What are some of the success markers after working with a coach, in your opinion?

This entry was posted in chip scholz, coaching, executive leadership. Bookmark the permalink. Post a comment or leave a trackback: Trackback URL.

Post a Comment

Your email is never published nor shared. Required fields are marked *


You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>