What are common mistakes when evaluating leadership development progress?

1 Mistake 1: Relying on subjective feedback

One of the most common sources of information for evaluating leadership development progress is feedback from the client, their peers, managers, or other stakeholders. While feedback can be valuable, it can also be biased, inconsistent, or incomplete. For example, some people may give positive feedback to avoid conflict, or negative feedback to express dissatisfaction. Some people may not have enough exposure or interaction with the client to provide meaningful feedback. Some people may have different expectations or criteria for leadership performance. Therefore, life coaches should not rely solely on subjective feedback, but use it as one of several indicators of progress.

3 Mistake 3: Not using multiple methods and tools

A third common mistake that life coaches make when evaluating leadership development progress is not using multiple methods and tools to collect and analyze data. Using only one method or tool can limit the scope and depth of the evaluation, and miss out on important insights or perspectives. For example, if the coach only uses self-report surveys, they may not capture the actual behaviors or impacts of the client in their work environment. If the coach only uses observations, they may not capture the internal thoughts or feelings of the client. Therefore, life coaches should use multiple methods and tools to collect and analyze data, such as surveys, interviews, observations, assessments, tests, or portfolios.

4 Mistake 4: Not involving the client in the evaluation process

A fourth common mistake that life coaches make when evaluating leadership development progress is not involving the client in the evaluation process. Evaluating leadership development progress is not only a way to measure the results of coaching, but also a way to enhance the learning and growth of the client. By involving the client in the evaluation process, the coach can help the client reflect on their strengths, weaknesses, achievements, challenges, and areas for improvement. The coach can also help the client celebrate their successes, acknowledge their efforts, and identify their next steps. Therefore, life coaches should involve the client in the evaluation process, and make it a collaborative and constructive dialogue.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?