What’s not reflected on here are the metrics we don’t measure – like what it means to the organization when people come to work with a sense of vitality and clarity.
We measure the yang really well in that we understand bottom line impact, customer satisfaction, etc. But we don’t know what we don’t know about measuring the yin aspects of work – like people thinking creatively about work on the weekends rather than licking wounds and thinking defensively. Rating job satisfaction and relationship quality is a good beginning but we are decades behind in measuring the yin (see article The Yin & Yang of Success). Nonetheless, the subtle and sometimes profound shifts that happen in coaching aren’t
