What is the best measure of a client's progress in coaching?

Progress tracking sheets or tools are among the most important aspects of coaching. They are perfect for keeping track of changes in behavior, outlook on life and, in general, the way in which the student responds to the training program. As an entrepreneur and executive coach with two projects (Progress-U and 6point1), I work with senior managers, first-level sales professionals and aspiring women (26% inspiring). Appreciative inquiry (AI) is an effective intervention that can provide opportunities for trainers to facilitate clients' learning processes more effectively.

These 5 areas are very general in nature and could apply to all clients in a variety of coaching situations. MI lays the foundation for an effective coaching practice by encouraging the client to reflect on their current behavior, its broader effect on colleagues, friends and family, and by encouraging long and medium-term goals (Greif, 200). This self-taught master class provides you with the materials necessary to provide high-quality advice and to effectively guide clients to create a more tolerant and satisfying relationship with themselves. In addition, the satisfaction scale has proven to be sensitive enough to be effective in detecting changes and tracking progress in terms of life satisfaction during coaching interventions (Pavot, Diener, Colvin, & Sandvik, 199. It also provides additional counseling resources that will go a long way in serving my clients.) The effectiveness of coaching could be evaluated based on the importance of what the client has obtained through it.

Monitoring a client's progress can significantly improve their clients' long-term success rate and the quality of their training. Coaches must carefully guide their clients through the goal-setting process, evaluating and possibly abandoning goals that seem unlikely to be achieved. In turn, the creation of emotional bonds can positively influence self-evaluations of well-being and measures of trust, thus creating an open and honest coaching environment (Kosfeld, Heinrichs, Zak, Fischbacher, & Fehr, 200). For many, it may seem like an effortless skill, but in reality, the best coaches inspire, empower and motivate their clients to progress and succeed.

In addition, if the coachee has high or unreasonable expectations about the coaching process and delegates all responsibility for progress to the coach, the relationship is unlikely to succeed. What coaches need to pay attention to in this case is to let stakeholders know that they are using the same criteria to measure the coach as before. If the client clearly lacks interest or commitment, the coach can help them identify the most important goals and focus on them (Gregory, Beck, & Carr, 201. Measuring the effectiveness of coaching with the help of supervision makes it easy to find out if circumstances during the process have changed or evolved).

Kaleb Whitcomb
Kaleb Whitcomb

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