绩效艺术教练七种目标测量工具提升效果

英文原文

SEVEN WAYS TO MEASURE COACHING OUTCOMES Lynn Waldorf, Ph.D., CPC CORE ENERGY COACHINGTM STUDY 2018 It’s unlikely that potential clients would hire a coach if they did not believe the coach had the skills and capacity to help them achieve their goals. At iPEC, we know that our coaches get results. In a 2018 study of Core EnergyTM, certified coaches used the Energy Leadership IndexTM Assessment (ELI) as a measure of change for 695 clients receiving coaching between 2013 and 2017. The clients completed the ELI twice during their coaching engagement (iPEC coaches are encouraged to give the ELI to clients at the beginning of a coaching engagement and again at or near the end of the engagement). Time between ELI administrations ranged from three to thirty-six months. The data showed that eighty percent (80.1%) had experienced an increase in energy, as measured by their Average Resonating Level (ARL) and seventy-one percent (70.9%) had reported an increase in overall life satisfaction. Other client’s ARLs stayed the same or dropped slightly on the post-assessment, likely due to changes in life circumstances that created momentary stress, such as a job loss or divorce. It’s also possible that by increasing their conscious awareness of their thoughts through coaching, they provided more honest answers the second time around. Regardless, the high rate of positive change in clients’ ARL creates a compelling case for Core EnergyTM Coaching that is based on statistical evidence. A powerful way for coaches to strengthen their professional allure is through documenting their success in helping clients achieve their goals. When a coach shows a track record of positive results, it establishes a sense of credibility and trust that helps cement a coaching relationship. When potential clients learn that others have achieved excellent results by working with the coach, it can influence their decision to move forward and incentivize them to stick with the process long enough to experience success. TRACKING SUCCESS EFFECTIVE TOOLS AND STRATEGIES 1. Testimonials There are a variety of tools that can be used to document the tangible and intangible effects of coaching. Here are seven methods that iPEC coaches can use as a starting point in developing a personalized system of collecting evidence that demonstrates their effectiveness. A simple way to collect evidence on the success of coaching is to ask clients for a testimonial. A heartfelt expression of gratitude from someone who has experienced a life-altering transformation or achieved an important goal can be a powerful credibility booster. Testimonials are excellent marketing tools with a multitude of applications. They can be listed on a website or landing page, adapted for email marketing, shared in blogs, printed on flyers, included on book covers, and reformatted for social media posts, to name just a few ideas. For these reasons, it is useful to collect as many testimonials as possible. To get stronger, more specific testimonials, ask your client to not only describe in one or two sentences how your coaching helped them, but also state their pre-coaching situation and the tangible results they achieved. For example, if you are a relationship coach, your client could describe how you helped her improve her self-confidence and how, six months later, she met her life partner (and how these two are connected). If you are a health and wellness coach, your client could describe how you helped him reduce stress and anxiety, have more fun at work, and as a result, be seen as a positive force and get promoted. Also, you will want to get written permission before including a client’s name or location with their testimonial in print or online. 2. Client Satisfaction Survey Another way to document a client’s satisfaction is by having them complete a short survey at the end of the coaching engagement. If you are meeting in person, it’s best to supply a pen and paper survey to complete that day. You can also use an online version and send it after the fact, but the completion rate is typically much lower. A client satisfaction survey ideally consists of no more than 10 items to avoid response fatigue. On the survey, ask your client to rate their level of satisfaction with several aspects of their coaching experience. The items generally use a rating scale or may ask for short, written responses. Examples of items from client satisfaction surveys are: ● On a scale of 1 to 5, with 1 being “completely dissatisfied” to 5 being “completely satisfied,” how satisfied are you with your coach’s effort to listen and understand your challenges and goals? ● How satisfied are you with your coach’s ability to help you get to the bottom of things and shift your understanding of your challenges? ● How satisfied are you with the progress you have made toward achieving your goal? The items on the survey should primarily reflect the objectives of the coaching agreement, but a coach can also use the satisfaction survey to learn about their level of effectiveness as an agent of change. Asking a client to complete a satisfaction survey halfway through a coaching contract can also be helpful in improving or re-directing the relationship if needed. There is a broader application as well. A coach can collect the same data from many clients, determine the average rating for each item, and use the results in marketing materials to enhance their credibility. 3. Learning Outcomes Questionnaire If a client’s goals include acquiring knowledge or new skills, or if the outcomes reflect a new attitude or perspective, you can develop a simple questionnaire to capture those gains. In this situation, the items would primarily be open-ended, encouraging a client to provide written details about their experiences. Some examples are: How have your communication skills improved through coaching? How have you altered your approach to time management? You can also include a performance measure that uses a rating scale of 1 to 5 or 1 to 10 to gain a more comprehensive picture of the impact of coaching. Hint: be sure to define your scales (1= ... 5 = ...)! If a client is using iPEC’s client materials (Energy Leadership Development SystemTM (ELDS), The Law of BeingTM, COR.E DynamicsTM workbooks, or the companion program for Bruce D Schneider’s book, Uncovering the Life of Your Dreams), or any courses you’ve created, the questionnaire could include one or two items based on their assignments from each section. Clients will appreciate being able to refer to the materials and their notes when responding. Another way to document learning outcomes is to interview clients, record their comments, and have them transcribed. It is best to collect this type of evidence as clients finish each segment, when the information is freshest in their minds. Their answers provide the data for writing a summary brief of what they learned and will continue to function as a reminder of the value received from their coaching experience long after it is over. It could eventually result in repeat business. 4. Repeated Measure Self-Rated Surveys A more accurate way of documenting the change in a clients’ knowledge, attitudes, and perspectives over the course of the coaching engagement is to have a client complete a brief self-rating survey at specified intervals to denote progress. In this case, the survey would include items that reflect the goals and objectives of the coaching agreement. The Wheel of Life or Leadership Wheel might be appropriate tools to use for a repeated measure. Essentially, any of the wheels that reflect a client’s desired outcomes can be used. If a client is working on one topic, the coach and client can use a blank wheel and decide on the criteria to be measured, customizing the assessment process. Once the instrument is created or selected, the client would typically complete it at the beginning of your work together to establish a baseline for measuring growth. The client would complete it again in the middle and end of the coaching engagement to compare their ratings. It could also be completed bi-monthly or quarterly, depending on the length and intent of the coaching agreement. If the results from a periodic assessment indicate they are not making desired progress, it’s a good time to talk about what is holding them back, and what they would like to do about it. You can create a customized repeated measure survey that can be used to track mastery or performance goals, depending on a client’s interests. It can cover any number of criteria or performance factors, but it’s important to be realistic about whether the factors are being affected by the coaching relationship. Ten to 15 items are generally more than enough. To complete the survey, clients rate each item using a five-point rating scale. For a more fine-grained analysis, try a 7 or 10-point scale. Here are some examples of items you could use in a repeat measure survey for someone working with you on communication: On a scale of 1 to 7 (1= poor, 7=excellent), please rate your ability to clearly communicate your message: • During face-to-face interactions • In emails • (insert other situations on which you and your client are working) It is best if repeated measure surveys or assessments take no more than 10 to 15 minutes to complete, to keep a client’s interest high. Progress becomes self-evident when results are compared over time, across all surveys. 5. Energy Leadership IndexTM If a client wants to work on raising their energy and expanding their consciousness, the Energy Leadership IndexTM (ELI) assessment can be used to measure their progress. The ELI is a scientifically validated instrument that measures a person’s energetic make-up. It is commonly used as a baseline assessment, to help determine the focus for a coaching relationship and to introduce the seven levels of energy. The ELI can also provide excellent comparative data if a client re-takes it at the mid-point and/or end of a shorter coaching engagement as a post-comparison. It’s a good idea to allow at least six months of coaching sessions between an ELI pre-assessment and post-assessment to obtain the best comparative results. Key points to compare with regard to repeated ELIs are the change in a client’s ARL and in the amount of anabolic and catabolic energy expressed in their Energetic Profile and Energetic Stress Reaction charts. A change in ARL indicates a shift in perspective has occurred. Even a small, positive change can be life-altering if it affects a person’s thoughts, emotional responses, and subsequent behavior. While it’s possible for clients working with an iPEC-trained coach to experience a notable energy shift relatively quickly, the research shows that a significant and sustained change in ARL (an increase of .05 or more) is more predictable after 12 weekly coaching sessions. Note: It is rare, but not unheard of, that a client sees a drop in ARL or an increase in catabolic energy. This could be due to a change in the client’s life circumstances (job loss, illness, divorce, etc.), or to more awareness and thus more realistic answers to the items on the ELI. This does not mean that coaching didn’t work! The ELI assessment includes 14 items measuring aspects of life satisfaction. Similar to the Wheel of Life, pre/post self-ratings of the 14 items reveal where positive changes have occurred in different areas of their life as a result of coaching and can help identify additional areas for growth. 6. SCOPE In 2016, iPEC launched a free mobile app called SCOPE (Specific Current Operational Profile of Energy). SCOPE measures energy in the moment and can be used to enhance a client’s ability to consciously increase their energy and performance potential ahead of a specific task or activity. A client opens the app and answers 39 quick-response items that indicate which energy levels they are experiencing as well as measure their level of energetic engagement, or “Performance Factor,” regarding an upcoming task. The higher their Performance Factor, the more likely the client will perform to the best of their ability. The tool assesses which factors (spiritual, mental, emotional, physical, social, and/or environmental) are influencing a person’s energy in the moment and provides some strategies for raising one’s energy. After the activity or event, the client can then complete a follow-up SCOPE, while focusing on what they felt while it was happening. By tracking the results of repeated SCOPE assessments over time, it’s possible to measure the increase in energy and change in performance associated with using the app as a tool for self- reflection and growth. It is also key in understanding what factors affect performance. The app is available as a free download in app stores (search for “iPEC SCOPE”). While anyone can use the SCOPE app, coaches must complete the COR.E Dynamics graduate program and pay a small monthly fee to access client results and to gain full access to tracking and reporting capabilities. 7. Performance Assessments A performance or outcome assessment is used to record actions taken by a client toward a stated goal and the outcomes achieved by the end of the coaching engagement. The point is to record what ultimately occurred as a result of coaching. Did they win the violin competition? Find a new relationship? Lose ten pounds? Get a promotion or new job? Improve their communication skills? Consider a weight loss coach who has baseline and periodic progress data that shows that eighty percent of clients who coached with him for a year lost at least thirty pounds. These results demonstrate value, describe the actual benefits received by clients, and enhance the coach’s credibility. Coaches can document both mastery goals and performance outcomes through session notetaking, pre/post surveys, criteria checklists and questionnaires, and exit interviews. An excellent way to track performance results is by recording relevant data and taking notes during each session and then consolidating those notes at the end of a coaching engagement in a one-page summary. Reviewing the outcomes with the client is an excellent way to celebrate their progress and discuss the benefits of coaching. The results may prompt a conversation about continuing to work together. The final review session is also an excellent time to ask for a written testimonial based on the client’s progress. As with client satisfaction surveys, the response rate is best if time is set aside for the client to write the testimonial on the spot. A GLOBAL IMPACT Measuring the outcomes of a coaching relationship benefits the coach if the information gathered is put to use in future marketing. Certainly, the client benefits from being able to reflect on their growth. They may also share their results with others, resulting in referrals. iPEC is also very interested in collecting client coaching stories to study trends in coaching processes and outcomes. The information informs the development of iPEC training curricula, as well as research-based articles and other marketing tools for the coaching community. All coaches benefit from sharing their results, as the data helps grow iPEC’s reputation as a top coach training program. In turn, it enables iPEC to promote its graduates around the world more effectively. iPEC’s research department has created and field-tested a case study portal that allows iPEC coaches to upload results from their clients to a secure online location. The portal is managed in compliance with GDPR EU privacy laws. It represents a groundbreaking opportunity to participate in an on-going, global research project that highlights specific benefits of working with an iPEC-trained coach. The hyperlink to the portal is https://www.surveymonkey.com/r/clientcase. It contains an online questionnaire that guides coaches through a step-by-step process of reporting the results of a one- on-one or group coaching in about ten minutes. Coaches are encouraged to upload multiple cases studies from as far back as 2015, though the results must be entered one at a time to be useful for analysis. Once the data is entered, it is reviewed by researchers, stripped of personal identifiers, consolidated with other cases, then analyzed to identify and report on notable trends in coaching practices and outcomes. By submitting their stories, coaches demonstrate their commitment to empirical research and to participating in the knowledge-building and promotion of coaching as a worldwide profession. For more information on the case study portal, please contact the iPEC research department via research@iPECcoaching.com. Lynn Waldorf, Ph.D., CPC, ELI-MP is an artist coach, researcher, and author. She provides assessment and research services for iPEC and for the coaching community. For more information, contact research@iPECcoaching.com.

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衡量教练成果的七种方法 林恩·瓦尔多夫博士，CPC 核心能量教练™ 2018年研究 如果潜在客户不相信教练具备帮助他们实现目标的技能和能力，他们不太可能聘请教练。在iPEC，我们知道我们的教练能取得成果。在2018年的一项核心能量™研究中，认证教练使用能量领导力指数™评估（ELI）作为衡量2013年至2017年间接受教练的695名客户变化的指标。客户在教练参与期间完成了两次ELI（iPEC鼓励教练在教练参与开始时和结束时或接近结束时给客户进行ELI评估）。ELI评估之间的时间间隔从三个月到三十六个月不等。 数据显示，百分之八十（80.1%）的客户经历了能量增加，通过他们的平均共振水平（ARL）衡量，百分之七十一（70.9%）报告了整体生活满意度的提高。 其他客户的ARL在后期评估中保持不变或略有下降，可能是由于生活状况变化（如失业或离婚）导致的暂时压力。也可能是通过教练提高了对思想的意识，他们在第二次评估时提供了更诚实的答案。无论如何，客户ARL的高积极变化率为核心能量™教练提供了基于统计证据的有力案例。 教练增强专业吸引力的有力方式是通过记录他们帮助客户实现目标的成功。当教练展示出积极成果的记录时，它建立了可信度和信任感，有助于巩固教练关系。当潜在客户了解到其他人通过与教练合作取得了优异成果时，这可以影响他们继续前进的决定，并激励他们坚持足够长的时间以体验成功。 追踪成功 有效工具和策略 1. 客户推荐信 有多种工具可用于记录教练的有形和无形效果。以下是iPEC教练可以使用的七种方法，作为开发个性化证据收集系统的起点，以展示他们的有效性。 收集教练成功证据的简单方法是向客户索取推荐信。来自经历过改变生活的转变或实现重要目标的人的真挚感激表达，可以极大地提升可信度。 推荐信是优秀的营销工具，具有多种应用。它们可以列在网站或登录页面上，改编用于电子邮件营销，在博客中分享，印刷在传单上，包含在书籍封面上，并重新格式化用于社交媒体帖子，仅举几例。因此，尽可能多地收集推荐信是有用的。 为了获得更强、更具体的推荐信，请要求客户不仅用一两句话描述你的教练如何帮助他们，还要说明他们教练前的情况和实现的有形成果。例如，如果你是一名关系教练，你的客户可以描述你如何帮助她提高自信心，以及六个月后她如何遇到了人生伴侣（以及这两者如何关联）。如果你是一名健康和福祉教练，你的客户可以描述你如何帮助他减轻压力和焦虑，在工作中获得更多乐趣，并因此被视为积极力量并获得晋升。此外，在印刷或在线包含客户姓名或位置与推荐信之前，你需要获得书面许可。 2. 客户满意度调查 记录客户满意度的另一种方法是让他们在教练参与结束时完成一份简短的调查。如果你亲自会面，最好提供笔和纸调查当天完成。你也可以使用在线版本并在事后发送，但完成率通常要低得多。 客户满意度调查理想情况下不超过10个项目，以避免回答疲劳。在调查中，要求客户对教练体验的几个方面进行满意度评分。项目通常使用评分量表或可能要求简短的书面回答。客户满意度调查的项目示例包括： ● 在1到5的范围内，1表示“完全不满意”，5表示“完全满意”，你对教练倾听和理解你的挑战和目标的努力有多满意？ ● 你对教练帮助你深入理解问题并转变对挑战的理解的能力有多满意？ ● 你对实现目标的进展有多满意？ 调查上的项目应主要反映教练协议的目标，但教练也可以使用满意度调查来了解自己作为变革推动者的有效性水平。在教练合同中途要求客户完成满意度调查，也可以在需要时帮助改善或重新定向关系。还有更广泛的应用。教练可以从许多客户那里收集相同的数据，确定每个项目的平均评分，并在营销材料中使用结果以增强可信度。 3. 学习成果问卷 如果客户的目标包括获取知识或新技能，或者结果反映了新的态度或观点，你可以开发一个简单的问卷来捕捉这些收获。在这种情况下，项目主要是开放式的，鼓励客户提供关于他们经历的书面细节。一些示例包括： 通过教练，你的沟通技巧如何提高？ 你如何改变了时间管理方法？ 你还可以包括一个使用1到5或1到10评分量表的绩效衡量，以获得更全面的教练影响图景。提示：务必定义你的量表（1=... 5=...）！ 如果客户使用iPEC的客户材料（能量领导力发展系统™（ELDS），存在法则™，COR.E动力学™工作簿，或布鲁斯·D·施耐德《揭开梦想生活》的配套计划），或你创建的任何课程，问卷可以包括基于每个部分作业的一两个项目。客户在回答时会感激能够参考材料和笔记。 记录学习成果的另一种方法是采访客户，记录他们的评论，并进行转录。最好在客户完成每个部分时收集这种类型的证据，此时信息在他们头脑中最新鲜。他们的答案为撰写他们所学内容的摘要简报提供了数据，并将在教练体验结束后长期作为提醒他们获得价值的工具。最终可能导致重复业务。 4. 重复测量自评调查 记录客户在教练参与过程中知识、态度和观点变化的更准确方法是让客户在指定间隔完成简短的自我评分调查以表示进展。在这种情况下，调查将包括反映教练协议目标和目的的项目。 生命之轮或领导力之轮可能是用于重复测量的合适工具。本质上，任何反映客户期望结果的轮子都可以使用。如果客户正在处理一个主题，教练和客户可以使用空白轮子并决定要衡量的标准，定制评估过程。 一旦工具创建或选择，客户通常会在合作开始时完成它以建立衡量增长的基线。客户将在教练参与的中期和结束时再次完成它以比较评分。它也可以每两个月或每季度完成一次，取决于教练协议的长度和意图。如果定期评估的结果表明他们没有取得期望的进展，这是讨论什么阻碍了他们以及他们想做什么的好时机。 你可以创建一个定制的重复测量调查，用于跟踪掌握或绩效目标，取决于客户的兴趣。它可以涵盖任意数量的标准或绩效因素，但重要的是要现实地考虑这些因素是否受到教练关系的影响。十到十五个项目通常足够。为了完成调查，客户使用五点评分量表对每个项目进行评分。为了进行更精细的分析，尝试七点或十点量表。以下是一些你可以在重复测量调查中使用的项目示例，适用于与你合作沟通的人： 在1到7的范围内（1=差，7=优秀），请评价你清晰传达信息的能力： • 在面对面互动中 • 在电子邮件中 • （插入你和客户正在处理的其他情况） 最好重复测量调查或评估不超过10到15分钟完成，以保持客户的高度兴趣。当结果随时间跨所有调查进行比较时，进展变得显而易见。 5. 能量领导力指数™ 如果客户希望提高能量和扩展意识，能量领导力指数™（ELI）评估可用于衡量他们的进展。ELI是一种科学验证的工具，衡量一个人的能量构成。它通常用作基线评估，帮助确定教练关系的重点并介绍七个能量水平。如果客户在较短教练参与的中点和/或结束时重新进行ELI作为后期比较，它也可以提供优秀的比较数据。建议在ELI前评估和后评估之间至少允许六个月的教练会话，以获得最佳比较结果。 关于重复ELI的关键比较点是客户ARL的变化以及在其能量概况和能量压力反应图表中表达的合成和分解能量的量。ARL的变化表明视角发生了转变。即使是一个小的积极变化，如果影响了一个人的思想、情感反应和后续行为，也可能是改变生活的。 虽然与iPEC培训的教练合作的客户可能相对较快地经历显著的能量转变，但研究表明，ARL的显著和持续变化（增加0.05或更多）在12周教练会话后更可预测。注意：客户ARL下降或分解能量增加是罕见的，但并非闻所未闻。这可能是由于客户生活状况的变化（失业、疾病、离婚等），或更多意识从而对ELI项目提供更现实的答案。这并不意味着教练没有效果！ ELI评估包括14个衡量生活满意度方面的项目。类似于生命之轮，这14个项目的前/后自我评分揭示了由于教练在不同生活领域发生的积极变化，并可以帮助识别额外的成长领域。 6. SCOPE 2016年，iPEC推出了一款名为SCOPE（特定当前操作能量概况）的免费移动应用。 SCOPE实时测量能量，可用于增强客户在特定任务或活动前有意识地提高能量和绩效潜力的能力。客户打开应用并回答39个快速响应项目，这些项目表明他们正在经历哪些能量水平，并衡量他们关于即将到来的任务的能量参与水平或“绩效因子”。他们的绩效因子越高，客户越有可能发挥最佳能力。 该工具评估哪些因素（精神、心理、情感、身体、社交和/或环境）正在影响一个人当前的能量，并提供一些提高能量的策略。活动或事件后，客户可以完成后续SCOPE，同时专注于他们在发生时感受到的内容。 通过随时间跟踪重复SCOPE评估的结果，可以衡量与使用该应用作为自我反思和成长工具相关的能量增加和绩效变化。 它也是理解影响绩效因素的关键。 该应用可在应用商店免费下载（搜索“iPEC SCOPE”）。虽然任何人都可以使用SCOPE应用，但教练必须完成COR.E动力学毕业计划并支付少量月费才能访问客户结果并获得完整的跟踪和报告功能。 7. 绩效评估 绩效或结果评估用于记录客户为实现既定目标采取的行动以及教练参与结束时实现的成果。重点是记录最终由于教练而发生的情况。他们是否赢得了小提琴比赛？找到了新关系？减掉了十磅？获得了晋升或新工作？提高了沟通技巧？考虑一位减肥教练，他拥有基线和定期进展数据，显示百分之八十的客户与他教练一年后至少减掉了三十磅。这些结果展示了价值，描述了客户实际获得的好处，并增强了教练的可信度。 教练可以通过会话记录、前/后调查、标准清单和问卷以及退出访谈来记录掌握目标和绩效结果。跟踪绩效结果的优秀方法是在每次会话期间记录相关数据并做笔记，然后在教练参与结束时将这些笔记整合到一页摘要中。与客户一起回顾成果是庆祝他们进展并讨论教练好处的优秀方式。 结果可能引发关于继续合作的对话。最终回顾会话也是基于客户进展要求书面推荐信的绝佳时机。与客户满意度调查一样，如果留出时间让客户当场撰写推荐信，响应率最佳。 全球影响 衡量教练关系的成果如果收集的信息用于未来营销，则对教练有益。当然，客户受益于能够反思自己的成长。他们也可能与他人分享结果，从而获得推荐。 iPEC也非常有兴趣收集客户教练故事，以研究教练过程和成果的趋势。这些信息为iPEC培训课程的发展以及基于研究的文章和教练社区的其他营销工具提供信息。所有教练都受益于分享他们的结果，因为数据有助于提升iPEC作为顶级教练培训计划的声誉。反过来，它使iPEC能够更有效地在全球推广其毕业生。 iPEC的研究部门创建并实地测试了一个案例研究门户，允许iPEC教练将客户结果上传到安全的在线位置。该门户按照GDPR欧盟隐私法律管理。它代表了一个参与持续全球研究项目的突破性机会，突出了与iPEC培训教练合作的具体好处。 门户的超链接是https://www.surveymonkey.com/r/clientcase。它包含一个在线问卷，指导教练通过逐步过程报告一对一或团体教练的结果，大约十分钟。鼓励教练上传多个案例研究，最早可追溯到2015年，但结果必须一次输入一个以用于分析。一旦数据输入，研究人员会进行审查，去除个人标识符，与其他案例合并，然后分析以识别和报告教练实践和成果的显著趋势。 通过提交他们的故事，教练展示了他们对实证研究的承诺，以及参与知识构建和推广教练作为全球职业的承诺。 有关案例研究门户的更多信息，请通过research@iPECcoaching.com联系iPEC研究部门。 林恩·瓦尔多夫博士，CPC，ELI-MP是一位艺术家教练、研究员和作者。她为iPEC和教练社区提供评估和研究服务。更多信息，请联系research@iPECcoaching.com。

文章概要

本文基于iPEC的2018年核心能量教练研究，详细介绍了七种衡量教练成果的工具和方法，旨在帮助教练有效记录和展示其工作效果。文章首先通过能量领导力指数™（ELI）评估数据，显示80.1%的客户能量提升和70.9%的生活满意度提高，强调了证据的重要性。随后，文章系统阐述了七种工具：客户推荐信、客户满意度调查、学习成果问卷、重复测量自评调查、能量领导力指数™、SCOPE移动应用和绩效评估。每种工具都提供了具体实施步骤和应用示例，如如何收集具体推荐信、设计简短调查、定制重复测量工具等。文章还讨论了这些工具在提升教练可信度、营销效果和全球研究中的价值，并鼓励教练参与iPEC的案例研究门户以贡献数据。整体内容围绕“绩效艺术教练的目标测量工具”这一关键词，展示了如何通过科学工具量化教练成果，促进个人成长和职业发展。

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