Coachmetrix Demo: Tips and Script 

Demo Tips:  

● Understand what’s most important to your customer prior to the demo. Ask questions during your discovery calls that will help you
create a more meaningful demo. For example, if you have a client that will have multiple coaches leading a program, ask questions
like, “What challenges do you see having multiple coaches on this engagement?”
● Minimize talking about features and shift to talking about benefits to the coach and their customers.
● Explain key terms. For example, “Pulse feedback is a term you’ll hear us use. It refers to periodic feedback that participants receive
from supporters throughout a leadership or coaching engagement. It is our system for measuring behavioral change.”
● If online, confirm that others can see your screen before starting the demo.
● Use the Tell-Show-Tell model. Tell the participants what you will show them, show them and then tell them what you showed them.
● Orient people to what they are looking at on the screen.
● Remember that people's eyes follow the mouse, so use your mouse as a guide and not as a distractor.
● There is always a delay on a webinar between what you are doing as the host and what people on the webinar see. Minimize clicks
and movements when conducting an online demo.
● You don’t need to show everything. You can talk through less important features.
● The graphs are the coolest things on the screen (attention getter) and the major benefit of Coachmetrix. They are the “wow” factor.
Get to the cool part as quickly as possible. “I’m actually tracking the impact of my program. Here you’ll see 4 individuals who are
going through a 6-month program. Look at John who has these results.”
● If working with Wiley authorized partners - link to DiSC and Five Behaviors (pulse feedback between progress reports as an
example)

To Do Before the Demo:

● Update powerpoint and open for demo
● Prep test data and keep open during demo (see end of Demo script)

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Sample Demo FLOW 

Introduction:  

Say Show

Explain the gaps in most leadership development and coaching programs. Powerpoint title slide
Coachmetrix was developed to close key gaps in most leadership development
and coaching engagements and in coaching that occurs between managers and
employees.
1. Lack of accountability and transparency: ​ when action plans are
paper based, they tend not to get done and the coach doesn’t have
visibility on progress.
2. Lack of measurement: ​most programs have the typical end of workshop
evaluations,lack behavioral change measurement and the ability to
compare a participant's self perspective with others’ perspective on an
ongoing basis.
3. Lack of access​: tools and resources are often sent through email or
paper based, and are difficult to find and use.

Coachmetrix closes those gaps by: Power point slide 2

1. Enabling online action planning to create transparency between the
coach and participant and between a manager and participant.
2. Measuring behavioral change to track whether the coaching is having an
impact to the person and business.
3. Providing better accessibility of resources on any mobile device - tablet,
phone or laptop.

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Orient to Projects Page  

Say Show

View Projects Page:

● Sign-in and orient your client. “When you login into Coachmetrix as a
Coach, you’ll land on the projects page.”
● “Let me orient you to this page:”
○ Describe the left side navigation (Me, Projects and Resources)
○ Explain the tiles. “Each tile represents a project. A project may be
a coaching engagement with one person, a group of leaders or a
team of people from a functional area of the business.”
○ Describe the information inside the tiles. “You’ll notice from the
information inside the tile when the project was created and the
number of coaches and participants on the project.”

View Project Data

● Say, “Let’s take a look at a sample project.”
● Click on the sample project tile.

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 Review Project Progress Metrix
● Say, “The first thing that you’ll notice when you enter the project, are
project level progress metrix.”
● Talk about the project level line graph (Metrix):
○ “This project level graph, or what we call Metrix, shows a rollup of
progress of behavioral change for each of the three leaders on
this project - Greg Gmail, Andy Apple and Sally Silver.”
○ “You’ll notice this graph is on a scale of 1 - 5. That can be
customized to any scale you want.”
○ “You’ll also notice that for this project, the leaders have been
through 6 of 6 rounds of feedback. The number of pulse feedback
rounds is also customizable.

Create Consistency with Notes

● “In the upper right, you’ll also notice a notes icon.”
● “You have the ability to take notes at the project level and the participant
level keeping everything centralized, making your life easier as a coach
and giving your participants a one-stop location to access what they
need.”

  

   

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Continue to Orient to the Project Page and Add Participants 

Say Show

Orient to Projects Page

● Say, “As you scroll down the project page, you’ll notice the Participants
on this project - Greg Gmail, Andy Apple and Sally Silver.”
● Continue scrolling, “You’ll also see the Coaches on the project and
recent project activity.”

Add Participants
Scroll back up to the Participants section and demonstrate how to add a Leader
(yes, add one).
● “To add a leader, click on the “+” button in the upper right.”
● “Add their name, email address and assign them to a coach.”
● “Customize a welcome message and click Add Participants.”

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Orient to a Participant’s Dashboard 

Say Show

Orient to the Participants Dashboard Page

● Say, “The first thing that you’ll notice when you enter the Participant’s
dashboard are progress metrix for that individual Participant.”
● Talk about the individual progress metrix.:
○ “On this graph, Greg is getting feedback from his Supporters on
how well be is tracking toward his three behavioral change areas:
■ Encouraging open dialogue during meetings
■ Creating a safe environment
■ Proactively recommending strategy”
○ “Greg is being assessed on a scale of 1 - 5.”
○ “You’ll also notice that for this project, Greg has received 5 of 6
rounds of pulse feedback.”
● Scroll down the page, “As you continue to scroll down the page, Greg
can create his action plan and also add Supporters.”
● Scroll down the page, “Further down the page you’ll also see recent
discussions and activity.”

Coachmetrix was designed so that at the Participant level, the Coach sees
almost exactly what the same view as the Participant. (Note: The Coach has the
ability to create Resources and Private Notes that are not available to the
Participant.)

   
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Create an Action Plan 

Say Show

Create an Action Plan

Scroll back to the action plan area on the Participants Dashboard.
● “Either the Coach or Participant can create an action plan.”
● “To create an action plan, click on the “plus” in the support right.”
● “Enter a goal statement.”
● “Enter a behavior statement. A behavior should be observable to others.
It is written in the third person and used as the survey item that goes out
with the pulse feedback.”
● “Enter additional details such as action items and support needed.”
● “You can also add images, documents and video if you’d like.”

Add A Supporter 

Say Show

Explain the term “Supporter”

● “Supporters are people who support the Participant in their leadership
development journey.”
● “They are typically people who are able to observe the leader in the
workplace.”
● “And they are open and willing to provide feedback on a regular basis
throughout the engagement.”
● “A Participant typically has about five Supporters.”

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Add a Supporter
● “To add a Supporter, click on the “+” button in the upper right.”
● “Enter your Supporters’ names and email addresses.”
● “Customize a welcome message, and click Add Supporter.”
● “Your Supporter will receive a message from Coachmetrix.

Note​: Supporters are not assigned a username or password. They are simply
responding to Coachmetrix pulse feedback requests and do not have access to
Coachmetrix, unless they are also a Participant or Coach on a Project.

Request or Schedule Pulse Feedback 

Say Show

Request Pulse Feedback

Click on the Pulse Feedback link at the top of the page.

Explain Requesting On Demand Feedback:

● “You can kick-off the pulse feedback process in two ways.”
● “(1) Either the Coach or Participant can request pulse feedback at any
time by clicking on “Request One-time Pulse Feedback”.
● “So, imagine you are Greg and working on encouraging open dialogue
during team meetings. You could leave your meeting, pull out your
mobile device and click Request Pulse Feedback and receive real-time
feedback.”

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Explain How to Automate the Pulse Feedback Process:
● “The Coach can also automate the Pulse Feedback process.”
● “Click on Automate Pulse Feedback”
● “Select the Enable Pulse Feedback Requests” checkbox”
● “Select your first date for Pulse feedback.” (cannot be today’s date)
● “A pulse feedback round will be sent every 30 days for the number of
rounds you have configured for the project.”

View Pulse Feedback Results 

Say Show

View Pulse Feedback Results

Click on the Pulse Feedback link at the top of the page.

Explain Progress Metrix:

● “The line graph at the top of the page are progress metrix from
Supporters for each of the behaviors the Participant is focused on.”

Scroll down the page and explain Self versus Supporter data at bottom of page:
● “When you scroll down this page, you’ll notice additional data for each
behavior being measured.”
● “You’ll see open ended comments and the quantitative data from the
Supporters.”
● “Notice that the avatars are “blacked out”, enabling you to maintain
anonymity with your Supporters.”

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 ● “You’ll also see the bar graph with the grey graph representing the Self
score and the green graph representing the Supporters’ score.”
● “This helps the Participant understand how well aligned his perspective is
with others.”

Create Resources and Collections 

Say Show

Describe Resources
As trainers and coaches we have a ton of content. Resources allow you to
create a library of content that you can repurpose across projects - saving you
time and also enabling you to add value to your projects and providing a
one-stop location for your Participants to access everything they need.

“Here are a few examples of how I use resources.”

● Show an example of a resource that contains text and an image.

● Show an example of a resource that contains text and video from Vimeo
or Youtube.
● Show other examples such as pre-coaching questionnaires or fieldwork
assignment follow-ups.

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 Create a Resource
● “To create a Resource, click on the Resources tab on the left menu.”
● “Give your Resource a title. Add any combination of text, images,
document uploads and video.”

Explain and View Collections

“Collections are logical groupings of Resources used to create a toolset or a
mini course.”
● ​Show an example of a Collection that demonstrates how a mini course
(e.g., Coaching Others Effectively).
● Show an example of how Resources might be grouped together for a
toolset.

   

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Conclude your Demonstration:  

Say Show

And that’s Coachmetrix: a cloud based tool design to optimize and Powerpoint title slide
facilitate your coaching and leadership development programs by:
Coachmetrix was developed to close key gaps in most leadership development
and coaching engagements and in coaching that occurs between managers and
employees.
1. Enabling online action planning to create transparency between the
coach and participant and between a manager and participant.
2. Measuring behavioral change to track whether the coaching is having an
impact to the person and business.
3. Providing better accessibility of resources on any mobile device - tablet,
phone or laptop.

   

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Sample Data to Copy/Paste During a Demo 

Create a Participant Welcome Discussion:

Hi Andy,
Welcome to the project. To get started,
● Read Ignite!
● Take your 360 self-assessment
● Identify your goals for the project
Steve

Add Goals​:

Goal​: Be more vocal and outspokenly decisive in meetings with senior coworkers
Behavior​: ​Alex shares his perspective in leadership team meetings.

Details​:
● Be non-passive in meetings. Instead of emailing others after with thoughts, bring them up during conversations and make
quicker decisions (in the course of the hour meeting rather than post-meeting meditated ideas).
● Ask my reports to tell me how well I represented our team when they are present in meetings.
● Ask my manager directly if he feels I should have spoken up at any point in meetings.
● Ask peers if I successfully am representing and communicating my teams' goals and personal vision.

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Create a Resource: Coaching Session Preparation Form

Instructions: ​Please respond in the comment box below to the following questions prior to each of our coaching sessions 24 hours
in advance so that we can both be prepared. Your responses will automatically be emailed to your coach.

1. What were your biggest take-aways from our last coaching session?
2. What actions did you take as a result of our last coaching session?
3. What has become clear to you since we last spoke?
4. is there anything else that you accomplished that you'd like to share?
5. What challenges are facing you right now?
6. What is your agenda for our upcoming session? What would you like to focus on most?

Create a Resource for a Collection

Meet Ben and Darryl

In the short video below you'll meet Ben and Daryl - the stars of Ignite! The 4 Essential Rules for Emerging Leaders. Ben and Darryl
are young, smart, and rising stars in their organization.

And, something is about to rock their world...

[Link]

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