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?

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