As the coaching industry grows, coaching fees are being driven down. Do you want to scale your executive coaching business? If not – stop reading. If so, you’ll have to add coaching tools to think beyond the one-on-one.


Measure ROI in Leadership DevelopmentOnly coaching individuals is a difficult way to scale a business. One hour of input equates to one hour of output. Sounds like a commodity-driven model to me. On top of that, it seems like anyone can put up a shingle and call themselves a coach these days.


No certification. No real experience. No barriers to entry.


As the coaching industry matures and evolves, so must we as coaches.


And, one way to differentiate yourself and your business is to extend beyond the traditional one-on-one coaching model by coaching intact teams.


Guess what? Coachmetrix can help you take your team engagements to the next level by adding structure, reinforcement and measurement.


Here’s how.


First – The Opportunity…working with teams


Most leadership teams don’t have clarity of their purpose. You’ll know this by seeing these symptoms.

  • There will be too many people on the team (more than 8).
  • As a result, the team will work at the wrong level – too low that is.
  • Other teams below them will be forced to operate at a lower levels too.
  • The lack focus will be obvious as the team will have far too many priority #1 priorities – negatively impacting alignment across the organization.
  • And, decisions will get revisited over and over again as teams fail to build commitment and team members engage in the “meeting after the meeting.”


That’s where you come in with content and coaching to add clarity.


The Right Coaching Tools Can Help


With Coachmetrix, you can supplement your other team tools to provide reinforcement, structure and measurement. For example, you might have your own proprietary team development program or perhaps you’re utilizing content from a program such as The Five Behaviors of a Cohesive Team. What most of these programs typically lack is a method to provide ongoing feedback so that the team understands if they are on track or not. As a result, teams often get overwhelmed with too much content and lose focus on the most important development opportunities.


It doesn’t have to be that way and Coachmetrix can help.


The Team Process – High Level


Using Coachmetrix to support your team coaching is easy. This steps below are modified from the Stakeholder Centered Coaching model, developed by the Marshall Goldsmith organization.


Here’s how the process works.


  1. To start, gather data about the team through a team assessment, a group 360, confidential interviews or your preferred method. This objective data will provide the team with a reason and the motivation to change.
  2. After the data is gathered, facilitate a discussion with the team and set one or two team goals. The goals should be focused on the areas that will make a significant difference in the team’s performance.
  3. Once a month, conduct an after action review with the team. This is the same format developed by the United States military.
    1. Discuss: What did the team intend to do in the past 30 days?
    2. Measure: Conduct a real-time round of pulse feedback through Coachmetrix and discuss what actually happened.
    3. Learn: Identify insights from the past 30 days.
    4. Move Forward: Define new actions for the next 30 days.


Repeat the Discuss-Measure-Learn-Move Forward process every 30 days for at least 6 months or until the team has consistently achieved their goal. Then, focus relentlessly on a new goal.


As a coach, you can include this process in your program or you can instruct/guide/teach the senior leader to facilitate the process herself.


Coachmetrix Can Help – The Details



Coachmetrix can do all of the heavy lifting to help facilitate the team process outlined above. Imagine the team doing this in real time, with the senior leader (or coach) kicking off the measurement process and displaying it on a screen in front of the room during a monthly team meeting. All of the data is in one place, it’s tracked over time so that the team can see trends and ideas are captured in one central location. Additionally, the coach can use Coachmetrix to upload resources and check-in online between team workshops.


Easy, peasy.


Tactically, here’s how the team process works in three easy steps.



Step 1: Set your senior leader as the main participant and the team members as the supporters.

Step 2: Either the coach or the senior leader can add the goal(s) in Coachmetrix.

Step 3: Either the coach or the senior leader can kick-off the pulse feedback and both the senior leaders and team members will receive a survey link to complete the pulse feedback process.


We’ll be rolling out a more eloquent version of Coachmetrix for Teams soon – so stay tuned!


How to Apply These Tools in Your Coaching Business


Scaling your coaching business beyond one-on-one coaching will be critical to your success.


Besides, if you are coaching executives, it’s inevitable that they will ask you to work with their teams as well.


Having a focused process that’s repeatable and measurable will not only add value, but it will move you out of the hour-in-dollar-out game.


Once you can prove your results and the impact you have, the sky is the limit.


What are some ways in which you scale your business beyond just traditional coaching?

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