Without knowing more of the context of your situation with your client, I cannot ethically respond to your question. Might I gently suggest that you consider getting training (if you haven’t already) from an ICF-accredited school that provides training in the executive coaching process? Alternatively (or in addition), hire an ICF-credentialed coach. There are coaches listed on the ICF website (www.coachfederation.org) who work with other external coaches. I found it helpful to do both of these things before I started my business.

Elijah, it depends on the reason they missed a target date, how often they’ve missed, how motivated they are, how willing they are to take responsibility for their actions, and I’m sure lots of other stuff that would come into play. Sorry. I feel like I’m dodging questions tonight, but this is another one I cannot ethically answer without a whole lot more information.

Your post touches on my recent thoughts about rewards, measures and goals. The problem with basing rewards on measures and goals is that they often drive undesired behaviors in unexpected ways. I’m wondering if it would not be better to set goals as a team and reward individuals based on their contribution and competency. In this case, the reward is consistent with value and goals and measures can still be used effectively.

Great poast! Behavioral change seems to be a difficult thing to effectively measure and compare but I think it is very important to make the effort. In my experience talking to many other co workers and team members is the most effective way to gage any improvement but you have to be aware of any possible bias. When setting target dates, how do you deal with people that don`t meet them?

Thanks.

Cirel, some causes of missing target dates may be “scope creep”, the actions might be the wrong ones, or lack of accountability and dedication to goals. These are all things that a mentor or coach can help with.