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How can you measure an executive's motivation and commitment to change?

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As an executive coach, you want to help your clients achieve their goals and overcome their challenges. But how do you know if they are really motivated and committed to change? How can you measure their readiness and willingness to take action and follow through? In this article, you will learn about some tools and methods that can help you assess an executive's motivation and commitment to change, and how to use them effectively in your coaching practice.

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Kruti SHAH

Global Mindset Coach | Empowering You to Look, Feel, and Lead with Confidence | Image & Etiquette Expert | Lets connect
Chamseddine Othmane ICF-PCC Assoc.CIPD HARVARD

Enabling Human, Curating Culture through Executive and Leadership Coaching

1 The importance of motivation and commitment

Motivation and commitment are essential factors for successful change. Motivation is the drive that pushes an executive to pursue a desired outcome, while commitment is the dedication that keeps them on track despite obstacles and setbacks. Without motivation and commitment, an executive may resist change, procrastinate, lose focus, or give up. As a coach, you want to help your clients increase their motivation and commitment, and align them with their values, vision, and goals.

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Kruti SHAH

Global Mindset Coach | Empowering You to Look, Feel, and Lead with Confidence | Image & Etiquette Expert | Lets connect
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I have seen in my experience, clients who diligently practice given exercises and practice work, show tremendous positive changes than the others. I have created a system to follow up weekly, practise assignments that are fun, easy to do, not time consuming, something that can be applied right away.

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Chamseddine Othmane ICF-PCC Assoc.CIPD HARVARD

Enabling Human, Curating Culture through Executive and Leadership Coaching
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To measure an executive's motivation and commitment to change, assess their proactive engagement in change initiatives, demonstrated support for organizational goals, and successful track record in driving or adapting to change. Look for their ability to inspire and mobilize teams, openness to new ideas, and willingness to take calculated risks. Evaluate their investment in continuous learning and development, as well as their communication style in articulating the benefits of change. Feedback from colleagues, subordinates, and stakeholders can provide valuable insights into the executive's actual impact on driving change within the organization, helping gauge their genuine commitment to transformation.

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2 The stages of change model

One way to measure an executive's motivation and commitment is to use the stages of change model, developed by Prochaska and DiClemente. This model describes the process of change as a cycle of six stages: precontemplation, contemplation, preparation, action, maintenance, and termination. Each stage represents a different level of readiness and willingness to change, and requires different types of coaching interventions. By identifying the stage of change that your client is in, you can tailor your coaching approach accordingly, and help them move to the next stage.

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3 The motivation ruler

Another tool that can help you measure an executive's motivation and commitment is the motivation ruler. This is a simple scale from 0 to 10, where 0 means no motivation or commitment at all, and 10 means the highest level of motivation or commitment possible. You can ask your client to rate their motivation or commitment on this scale, and then explore the reasons behind their rating. For example, you can ask them what makes them choose that number, what would make them move up or down the scale, and what they need to do to increase their motivation or commitment.

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Mario Krivokapic

Mittelstand Investor | Executive Coach | Public Speaker & Author | Revenue Architect | Masterful Coach | Certified NLP, TASC, PCM | Father to Kate and Alex
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Scaling, as it is also called, is a great tool to assess anything that can't be easily quantifiable. Here is how I use it: Mario: "From 1 to 10, where 1 is no motivation at all, and 10 is the highest possible motivation, where are you when it comes to [issue]?" [Two possible scenarios]: Coachee answers: "I am 5 (or lower)". Mario: "Why isn't this number lower?" Coachee answers: "I am 6 (or higher)" Mario: "Why 6? What is missing to get to 8 (+2)?"

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4 The commitment contract

A third method that can help you measure an executive's motivation and commitment is the commitment contract. This is a written agreement between you and your client, where they specify their goals, actions, deadlines, and consequences for achieving or not achieving them. The commitment contract can help your client clarify their expectations, increase their accountability, and monitor their progress. You can use the commitment contract as a basis for your coaching sessions, and review it regularly with your client to celebrate their successes, address their challenges, and adjust their plan if needed.

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5 The feedback loop

A final way to measure an executive's motivation and commitment is to use the feedback loop. This is a process of collecting and analyzing data on your client's performance, behavior, and outcomes, and using it to provide them with constructive feedback and guidance. The feedback loop can help your client evaluate their results, identify their strengths and areas for improvement, and learn from their experiences. You can use various sources of feedback, such as self-assessment, peer review, surveys, interviews, or observation, and share them with your client in a supportive and respectful way.

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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?

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Deema Ghata-Aura MEd PCC

Coach & Consultant To Expat Leaders | Helping Global Professionals Reduce Stress, Doubt & Isolation So They Thrive Abroad | Energy Leadership?? Expert | Speaker | Assessments | Award-Winning Coaching
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If an Executive (or anyone!) seems lacking in motivation, there’s a deeper reason behind it. It’s often a reason they are not aware of yet. With coaching, we can discover the deeper reason. Is it a limiting belief, their inner critic, a fear of change, a clash of values, a lack of clarity or something else? For example, I’ve found a common topic in coaching sessions is procrastination. I believe procrastination is a symptom of another issue. It’s telling us something important. Find the true, deeper issue and procrastination often resolves itself very quickly.

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How can you measure an executive's motivation and commitment to change?

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2

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4

5

6

1 The importance of motivation and commitment

2 The stages of change model

3 The motivation ruler

4 The commitment contract

5 The feedback loop

6 Here’s what else to consider

Executive Coaching

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How can you measure an executive's motivation and commitment to change?

1

2

3

4

5

6

1 The importance of motivation and commitment

2 The stages of change model

3 The motivation ruler

4 The commitment contract

5 The feedback loop

6 Here’s what else to consider

Executive Coaching

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