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Unlocking Leadership Potential: 11 Ways Business Coaches Measure Their Clients' Progress

Karan Rhodes, CEO- Shockingly Different Leadership; Strategist on Leadership, People, Learning, Culture and Org Effectiveness initiatives.

Business woman leading group of colleagues

To navigate a continuous journey of leadership development, business coaches employ a strategic arsenal of exams that go beyond the conventional. For example, I use a battery of behavioral and leadership tactical exams to help clients get a more well-rounded picture of their developmental starting point. We then use a pre- and post-360° Assessment, as well as work simulations to measure progress on a quarterly or six-month basis. A key add-on component involves helping clients plan for any needed behavioral pivots based on what's currently on the horizon.

To help leaders on a journey of unraveling the layers of leadership development, I asked 11 members of the Become a Stronger Leader Group of Forbes Coaches Council, a community I lead, to share their insight into where exam meets action and potential transforms into tangible results.

Quantitative and qualitative 360° Assessments are important tools to measure leadership development. It's imperative to capture the underlying themes and day-in-the-life interactions to focus energy on those opportunities that will move the needle. A clear baseline formed with a 360° will ensure progress can be measured accurately. - Stuart Andrews, Stuart Andrews Consulting & Coaching LLC

Using a pre-, midpoint- and post-leadership growth exam tool can create a baseline of leadership competencies, growth and development of new leadership skills. It can also hone existing leadership competencies. - Michellea Millis Rucker, Transforming Our Practice, LLC.

I tend to invite clients to take a 360° exam through a tool or interviews with key stakeholders, such as their coach. In addition, I invite them to select internal metrics or KPIs for them to measure the impact of their business performance, too. - Isabelle Claus Teixeira, Business and Human Development Consulting Pte Ltd

After a client completes a Leadership Readiness Survey, KPIs are determined and tracked so I can identify areas of improvement. The KPIs are aligned to the goals and objectives that were identified during client onboarding. We'll also monitor them weekly and adjust strategies as needed. This way, I am better able to measure progress. - Dr. Sharon H. Porter, Vision & Purpose LifeStyle Magazine and Media

Using neuro-agility exams helps leaders assess their increase in agility over time, from areas such as the ability to learn quickly, communicate effectively, problem-solve more easily and increase emotional intelligence. One of the reasons this is popular is because it offers tangible measurability on the leader's development, and they notice the difference consciously, too, by boosting brain fitness. - Arthi Rabikrisson, Prerna Advisory

I use a behavioral exam pre- and post-coaching, as well as either a 180° or 360° exam. During the coaching process, I pay close attention to the executive’s narrative and the words they choose to describe actual scenarios as they implement them. - Cheri Rainey, Rainey Leadership Learning

One of the very effective mechanisms I use is to work with coachees to engage in conversations with key stakeholders in their environment. These conversations are a great way to get feedback and informed points of view on their shifts and development both in “being” and “doing." Open and honest conversations with those who have relationships and care about us are powerful mirrors and practical ways of informing our roadmap journeys. - Luis Costa, Luis Costa - coach · mentor · facilitator

In addition to 360° Assessments, I also seek input from the coachee and the supervisor early and later in the coaching engagement. I focus on three levels from Jim Kirkpatrick's models of evaluation: 1) a couple of items about emotional engagement for the coachee and supervisor; 2) whether the coachee's developmental targets (ie. behaviors) are being challenged or changed; and 3) the type of organizational or team impact the coachee is having. - Michael Brainard, Brainard Strategy

I ask “What are your coaching goals and how will we measure them?” at the start of every coaching engagement. This simple, direct question helps the individuals I’m coaching articulate clearly what they want to work on and what improvements they want to make. With this question, my coachees realize they’re being treated as individuals, which is a big benefit of 1:1 coaching. - Liz Guthridge, Connect Consulting Group

The Leadership Laboratory method assesses leadership growth by using real-world simulations and role-playing. Clients experiment with various leadership scenarios in a controlled environment, allowing coaches to observe, provide immediate feedback and tailor future training. This ensures an adaptive and comprehensive development process. - Andre Shojaie, HumanLearn

We use a couple of methods to help measure the progress and results of leadership development: a 360° survey at the beginning and a comparative 360° survey at the end are helpful to show tangible results and progress. Also, we use a Leadership Confidence and Competence measurement to see the percentage of change. It's a pre- and post-evaluation that supports 1:1 coaching and group development, and it shows ROI. - Lynda Silsbee, Alliance for Leadership Acceleration

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

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