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Why Metric Based Coaching Matters

By Maria Radzik and Kalyna Miletic

November 20th, 2020

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Coaching can transform your workspace, but how do you measure its’ impact?

It largely depends on your goals. Tracking your own progress involves identifying what you consider success to be and how you will know you’ve achieved it.

Why metric tracking is important

As with any form of measurement, it’s about what you measure. Choosing the right data to collect and analyze is instrumental to showing the true return on coaching. This has baffled the industry for years as clear outcomes are not defined or tracked throughout the coaching process.

Metrics allow you to fulfill your goals and pinpoint which data you should pay attention to.

Here are the main reasons why metrics matter:

Set Clear Expectations on the Engagement
Metrics give your team transparency; you will be able to identify clear goals to achieve and how to get there. Goals need to be adjusted to focus an aligned effort on business needs and how employees can best deliver value to the organization.

This means at the beginning of a coaching engagement, the participant, the sponsor (the person paying) and the coach all need to be very clear about what the outcome of that investment is going to be.
Level the Playing Field
If you create a "holistic score card" based on achievements, you will create a level of objectivity. In turn, this will allow managers to compare overall performance and effectiveness of team members and understand where the gaps are in people's output.
Create Consistency
Metrics give coaches a game plan customized for their participants, providing a clear path towards improvement. Consistency not only develops routines and builds momentum, but it also forms habits that become second nature. If you are not consistently focused on achieving your goals, you will likely fall into bad habits or lose interest.

As leadership guru John Maxwell says, "Small disciplines repeated with consistency everyday lead to great achievements gained slowly over time."
Identify Possible Growth Areas
Through ongoing feedback of the coaching sessions, both you and the coach will be able to pinpoint which areas need improvement in order to achieve your goals.

What metrics should you track?

So you know metrics are important, that’s a great start. Now what?

Strategic analysis requires leading and lagging indicators to be collected and benchmarks established. Then, of course, you need the ability to curate, synthesize, and analyze the data collected.

The key is to provide the fewest workforce and performance metrics that provide maximum explanatory power over critical outcomes and goals.

Sales metrics are historically easy to quantify:

The same thing needs to be done to quantify success in every role within a company.

Core questions to ask as you set metrics:

What are the key results you want to see from the individual?
What timeframe are you hoping to achieve these results in?

Utilize the ever famous SMART goal framework to ensure people are being extremely specific, clear and that their results are measurable.

Too often I hear that it’s difficult to quantify results in roles. It’s just not true.

Every role in a company has responsibilities, and those responsibilities need to be examined on a project and timeline basis.

In HR, there are projects and initiatives that are in the pipeline, and different results that are desired as a result of those initiatives. Is your key result to achieve 70% participation in Learning and Development Initiatives run in your department? That’s a key result.

Once that’s set, you can move to setting up initiatives that will lead you to the attainment of that key result.

OKRs have historically been reserved for tech companies and technical roles.

We need to break free from this model and move toward implementing OKRs across the board of any organization and factoring in objectives that support the People side of the bottom line.

How do you do this for the whole tech team in metric based coaching?

At Chiefly, we call it Aligned Coaching ™. It’s about linking OKRs to the coaching initiative to ensure effectiveness. We use the Gallup Framework, which is built around a leadership equation that helps your organization achieve leadership strength through top talent, key experiences and focused development.

Another way to evaluate your employees is using the Monzo Framework, which consists of an analysis of the employee's:

Teamwork
Knowledge
Impact
Communication
Conduct

How do you implement these metrics effectively in a remote work environment?

Even without daily in-person interactions, companies that are now working remotely can keep track of their metrics with the help of collaboration tools such as Microsoft Teams or Notion. This will make performance goals fair and meaningful in this topsy-turvy, ever-changing, uncertain-future environment.

With the current global pandemic, companies need to create a performance management strategy that is adaptive, responsive and calibrated to the new workplace.

Companies need to focus on:

Agile collaborative goals in all departments (Springs are not just for development teams!)
Ongoing conversations, timely recognition, and informal dialogue on a weekly basis
Quarterly progress reviews with accountability and incentive adjustments
implementing an OKR system that's easy and accessible to track quarterly goal attainment

Should you implement metric-based coaching?

Yes. The innovative use of predictive data analytics should have clearly defined outcomes. But for it to work, there need to be operational and business outcomes. They need to be outcomes at the organizational level such as time to market, shorter cycle times, rapid product innovation schedules or accelerated quality improvement.

Traditional performance management strategies may work in a daily in-person work dynamic, but with the COVID-19 pandemic, managers need to personalize their evaluations to become fair and effective leaders.