For leaders wanting to develop new behaviours to increase their effectiveness, one key is to identify specific success measures.
This is not as easy as it sounds.
Alongside desired outcomes of any coaching project, clients and I work together to identify two or three specific success measures which they and others will see and experience as a result of the behavioural changes they are considering.
How do we do this?
We identify specific relationships, in a specific setting and describe the desired result.
Here are two examples to help illustrate my point:
1. The context: The client is quiet, shy or reserved in leadership team meetings.
The coaching outcome: “To be perceived as a valuable colleague amongst peers.” or “To shift from being deferential to being a peer with colleagues and with those in authority.”
The success measure for coaching might be: The client is actively sought and invited for information, feedback, and advice on current and strategic issues by peers and bosses.
2. The context: Boss and peer feedback indicate perceptions of arrogance, being opinionated, or not listening to others.
The coaching outcome: Stronger peer engagement and positive staff relationships.
The success measure might be: Specified peers and staff across the business spontaneously report the individual as being helpful and easy to approach.
Need help identifying success measures relevant to your team or work projects? Contact me and I’ll get you on the right track.
© Diana Jones