We create action plans and then work through them. But how do we know if we’ve been successful? We need to evaluate what was accomplished afterwards. And how do we evaluate that? Below are some questions you can use. Even better, if you know you’ll be evaluated at the end and how, you’re more likely to create a specific, measurable action plan at the beginning.

Let’s look at this issue through the eyes of people we’re coaching or supervising. How can we help them create good action plans that can be readily evaluated after implementation?

Whether we are coaching people or supervising them, one common problem is that we often aren’t making them think clearly enough about what they’re trying to achieve. The initial point of evaluation is not effort or activity or process… the initial point is a specific outcome. What’s the key contribution they’re trying to make?

  • What were you trying to accomplish?
  • What actually got achieved?
  • What significant wins did you see? (be sure to include un-anticipated wins)

Next is the evaluation of the process. How can you help the leader develop and grow through this experience?

  • What obstacles did you encounter?
  • What did you learn?
  • How can you grow as a leader?

Finally, you can look with the leader toward the future, helping him or her decide where to go from here.

  • What changes are needed?
  • What are the next steps?
  • What else might God be calling you toward?

At the conclusion of a project, comparing the original goals against the results can be a very useful exercise.