Using Metrics for Coaching
Measurement of people by means of psychological profiles or others’ opinions is now common HR practice.
Standards that are well understood are the key to successful measurement. Many standards exist.
The Myers Briggs Type Indicator is a one psychological profile some of which’s characteristics are: easy to take;
long lasting - new insights can be gained by individuals in different circumstances; extremely thoroughly constructed
so that there is a high probability of accuracy in its use; is used often by many - 4m world wide; explains consistency
of random behaviour; has payoffs in terms of team and organisational behaviours.
360 degree feedback using a system like 20/20 Insight is a way of collecting others’ opinions systematically against
predefined criteria. The process is designed to ensure agreement on desired criteria such as competencies in personal
behaviours, management actions and emotional confidence.
As well as organisational reasons for using different metrics for getting data, individuals too seek information. Thus:
Individuals desirous of being coached are thirsty for information on how they manage and lead, as well as greater understanding
about how they themselves tick. They also seek to understand how others view them and their performance as managers or leaders.
Important other issues fall out from using measuring in these ways:
Organisations that are alive to the necessity of making change choices that are accurate, are also aware that leaders and managers
need intellectual and behavioural competencies that promote and nurture synergy and energy.
Leaders and managers cannot talk themselves out of what they have behaved themselves into.
The key to individual change is to get feedback. And feedback which is based on measurable data is much more effective than opinion.
Metrics used together are very effective ways of getting feedback to individuals so that their subsequent action can lead to powerful changes.
To get feed back from colleagues in a 360-degree format is a privilege. For to get hard data on how one’s own behaviour is perceived by others is notoriously difficult.
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