How It Works

A quick look at the key components of Progress Report

Fits Any Process

Progress Report fits seamlessly into any initiative where an individual is trying to make changes to learn, grow, and improve: coaching, programs, performance management and goal systems – you name the process, Progress Report measures success.

Set the development goals. Establish a plan for achieving those goals. Then, create a custom Progress Report by asking the developing leader to imagine what success will look like: “What specific things will your coworkers say they can see you doing better?”

Together, the coach and developing leader use these responses to create a short, focused set of custom survey items (about 6 to 8 is all it usually takes) for their Progress Report.

Six to twelve months later, coworkers are invited to complete the short, custom survey to provide feedback on how much improvement they have observed. Plus, they provide feedforward on how to continue improving.

Achieve Greater Success. Measure The Impact.

Progress Report reinforces development and supports improvement in four ways:

More Meaningful Goals

Goals for development are personally meaningful because the developing leader defines success in their own terms.

Deep Processing

The developing leader thinks through specific behavior changes, and imagines what they will look like in action.

Commitment to Change

Knowing they will be rated in 6-12 months, the developing leader is more personally committed to change.

Sets the Agenda & Sharpens focus

Specifying the behaviors to improve, Progress Report sets out a clear path to improvement.

Motivated leaders like to keep score. Their Progress Report feedback rewards and encourages development by showing that others see their improvement. It provides coaches and the sponsoring organization with a simple and intuitive measure of the impact of development. Plus, feedforward gives the developing leader clear guidance for how to continue improving.