The best part of the Coachmetrix software tool is the ability to measure behavioral change in your executive coaching and leadership development programs.
Often coaches struggle to find a credible way to measure return on investment in coaching while relying too heavily on anecdotal feedback or a client’s self-assessment about progress.
The Pulse Feedback feature provides coaches with tangible results as experienced by stakeholders who are impacted by their clients’ behaviors.
Even better, Coachmetrix enables coaches to set themselves apart in a busy marketplace and show their client sponsors a data-driven approach to executive and leadership coaching. As John Bentley, a Coachmetrix subscriber, recently said, “Coachmetrix sells my coaching services because now I can show the business impact of behavioral change.”
Many of our other subscribers report winning contracts because they can measure results. Frank Rowe, as an example, another one of our long-time subscribers, said that Coachmetrix has enabled him to extend the average length of his coaching engagements by 30%.
Frank considers behavioral change the true litmus test of executive coaching effectiveness.
Here are some strategies you can use to leverage the Pulse Feedback measurement feature in Coachmetrix.
Pulse Feedback Strategies in Executive Coaching
Strategy #1: Align the Measurement Scale and Settings – Coachmetrix allows you to set your scale based on your project needs. You might choose a standard 1-5 or 1-7 Likert scale or perhaps a progress scale that measures from a negative to positive range where zero represents no change. Many of our coaches align the scale with the original scale used in their 360-feedback process to anchor a baseline and then use Coachmetrix for the ongoing pulse measurement.
Strategy #2: Leverage the Action Planning Feature – The Action Planning feature is a powerful foundation to the Pulse Feedback tool because it establishes which behavior the coaching client will be working on. It also allows the coach or client to share their action plan with their manager or other stakeholders. Additionally, the coach can comment on the action plan between coaching sessions to add accountability and support.
Strategy #3: Enroll Supporters (Stakeholders) – In Marshall Goldsmith’s world of Stakeholder Centered Coaching, the Stakeholder provides ongoing feedforward through conversation and mini surveys. In Coachmetrix, we call these people Supporters. Coachmetrix enables the coach or client to send a welcome message to Supporters, connect electronically directly through the platform at any time during the coaching engagement and select different Supporters for different goals.
Strategy #5: Automate the Pulse Feedback Process – Coachmetrix gives you two options for sending out pulse feedback surveys. The coach can automate the process by setting the number of pulse feedback rounds and schedule the surveys to go out in advance. Alternatively, the coach or client can send pulse feedback surveys on demand at any point in time during the coaching engagement.
Strategy #6: Integrate Ongoing Pulse Feedback into the Action Plan – One of the most powerful aspects of gathering ongoing pulse feedback is that it enables the client to understand how their leadership is being perceived in real-time, reinforce what they are doing well and then adjust their action plan for the coming 30 days. Having Coachmetrix open during coaching sessions can help enrich those coaching conversations and accelerate a client’s path to sustainable behavioral change.
Your Coaching Tool Next Steps
If you are already a Coachmetrix subscriber, reach out anytime if you have any questions. Don’t forget to check out our community page and watch/listen to our most recent monthly Best Practices Masterclass on The Mechanics of Pulse Feedback.
If you aren’t a subscriber yet and want to add credibility to your coaching practice, join us for a Coachmetrix demo. We’ll show you how measurement and an online coaching platform can take your business to the next level.