We believe there’s a strong business case for accountability in coaching. We understand that the measurement of the coaching is of paramount importance to you.

Each measurement is bespoke to your particular needs. The depth of the evaluation is fundamental so that we ensure your coaching needs are met.

Our evaluation toolbox includes 360 degree feedback systems, behaviourial observations, self reports, as well as the ability to use NLP skills in determining values and beliefs.

We can work together to identify success criteria at individual, group and organisational levels. These, for example, can be performance, attitudes, behaviour, etc.

These are then turned into objective, reliable and valid performance indicators. These are included in the coaching brief/contract and will include factors such as:

 - determining feedback mechanisms and data

- collection methods

- analysing results

- ongoing follow-up and review

 
 Being accountable for improvement in behavioural changes could include areas such as :

 - increasing leadership capability

- improving under-performance

- developing management potential

 
The important thing is that the evaluation is aligned with business objectives. Where organisations are concerned I feel that they want coaching aligned with key management processes.

 
As such all our coaching is measured to ensure satisfactory outcomes.The basis of this will be our agreed coaching brief/contract.