“What performance indicators do you use to measure the effectiveness of your coaching?”
This is a common question that clients ask while interviewing me and deciding to engage me for services. Three measurements that I have used with success are:
Scores on 360 performance reviews:
Some aspects of professional goals may have a score attached to them based on the 360 feedback or annual performance review. These scores are used to measure progress.
For instance, an employee is awarded a score 2 on phone communication out of 4. We can investigate what specifically has to be done to improve that score before the next performance review. This investigation may include discussion with the client, the manager, the customer or review of client calls. The type of investigation will depend on the need of the employee. This employee must improve communication skills. Depending on the requirement, an extra fee is charged for the review of calls and e-mails outside of the regular sessions.
Customer service satisfaction scales:
Some companies collect ratings from the customers on how their employees deliver different services or perform various tasks on the job. The process of using and improving the scores is similar to the score improvement process for the 360 reviews.
On the intake form, prospective clients rate their own communication skills. Based on those scales, the feedback of the manager, and customer input, we create relevant SMART goals. While the client learns new skills and applies them, relationships are improved, work is completed with more ease, new solutions are applied to problems, work is streamlined, and time is saved.
Throughout the coaching, self-rating scores improve as the clients and their manager recount particular scenarios where improvement has been seen. Sometimes, the clients who have mastered a particular technique, teach it to their staff or colleagues, so that the team can become more self-sufficient.
Through these processes, it has become easier to plan and achieve professional targets and business goals. Additionally, as the cross-cultural competency improves, work flow and efficiency naturally improve. This naturally leads to more productive and inspiring work relationships.
Author, Jennifer Kumar is an American living in Kochi, India providing cross-cultural communication coaching to Indians working with US clients. Contact her for more information today!
Editor, Chris Sufi, is based in Bangalore.
How does the coaching process start and evolve?
Using Gap Analysis for Professional Development
Case Studies from Past Clients
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