It’s one thing to say you’re a successful coach, it’s another to measure how much impact you have made. It will surely set you apart from everyone who calls themselves “the best” in the field and will provide your present and future clients with more tangible evidence of the progress they have made and will be making. Here are some you can use to help you and your clients measure your progress:

360-degree Surveys

A 360-degree survey is a form of appraisal or anonymous feedback that is aimed at providing a well-rounded view about an employee. It develops and strengthens teamwork and accountability, and reveals specific career development areas. However, it can come with multiple cons such as focusing on employee weaknesses & shortcomings instead of strengths, providing feedback from inexperienced raters, and requiring a large degree of data collection & processing in some cases (TheBalanceCareers.Com).

If you are planning to use this tool, centre your review on helping the team members along a lifelong track of personal growth consistent with the organization’s goals. Emphasize that the process is NOT an opportunity to snipe at their colleagues but to discover their strengths and improve their weaknesses.


Average Sales Pre and Post Surveys

Pre-Post surveys look into how things change after some type of event takes place. The event, sometimes called a treatment, can be almost anything, although we usually talk about Pre-Post research in terms of the effect of advertising. However, Pre-Post could be applied to a new employee benefits program, a new PR campaign, or a patient awareness study. The point is this: You want to measure how things change, whatever those “things” are, be they awareness, usage, or attitudes after a treatment. (

Climate Surveys

Climate survey is usually used for organizational training and development and can provide a picture of the organization’s needs. These surveys can be used to obtain employee point of view on a variety of issues such as the company’s effectiveness in communicating its mission to employees, or local issues such as quality of the working environment. The results of this survey is important in promoting development and organizational change, allows the organization to focus on needs and leverage its strengths, informs the organization on which actions will create problems for the employees, measures the impact of current programs, policies and procedures, and can be used to motivate employees and improve job satisfaction. (


Performance Metrics

Performance metrics are used to measure the behaviour, activities, and performance of a business. This should be in the form of data that measures required data within a range, allowing a basis to be formed supporting the achievement of overall business goals. Measuring performance through metrics is key to seeing how employees are working, and whether targets are being met. (

Different forms of performance include sales, profit, return on investment, customer happiness, customer reviews, personal reviews, overall quality, and reputation in a marketplace.


Customer Surveys

Customer satisfaction surveys give you the insights you need to make better decisions. Businesses who measure customer satisfaction are 33% more likely to describe themselves as successful than those who don’t. A consumer survey will help you understand your customers’ likes, dislikes, and where you need to make improvements. For example, what does the average customer think about your prices? Too high? Just right? How well is your staff doing on customer service, or how well does your client success team understand the growing needs of your customers—and prospects? Is there anything at all about the customer experience that turns off your customers? You might even poll clients on why they stop doing business with you, how you might win them back, and how you can prevent customer losses in the future.

Empower your employees to meet milestones based on client needs. And, if you’re developing a new product or updating an existing one, customers can provide you with invaluable feedback about design and functionality. Oftentimes, customers will show you problems that would have otherwise been missed. (SurveyMonkey.Com)

Personal Balanced Scorecard

A personal scorecard is a semi-structured framework first developed by Dr. Robert Kaplan and Dr. David Norton in the early 1990’s that incorporates a range of financial and non-financial business goals to monitor progress toward a company’s business agenda. The mix of data collected and the structure of the report focuses the user on identifying not just strategic priorities but also the specific targets and activities to reach those targets. (

The scorecard is effective because it helps managers link vision, mission, and strategy to the goals and objectives that employees strive to achieve.


Likewise, you can further establish your credibility to your clients if you can get yourself accredited. Not only will they be confident that you know your basics, but they can also be assured that you can deliver it well. Learn more on how you can get yourself accredited here, or follow this link if you would like us to get in touch while discussing how best to meet your needs and expectations.