Readers will know that I am a big fan of Dr. Robert Brooks from the field of clinical psychology. His latest newsletter considers how for decades schools globally have probably incorrectly measured the development of children. And he quotes a colleague, Susan Engel, who wrote:

Most tests used to evaluate students, teachers, and school districts predict almost nothing except the likelihood of achieving similar scores on subsequent tests.  I have found virtually no research demonstrating a relationship between those tests and measures of thinking or life outcomes.

In other words, if you are the dumb one in class, it does not mean you will fail in your career. Apply that to yourself, back whenever. Or what about your kids today? And then Brooks goes on to state about his own work:

In what has been labeled in the fields of psychology and education as the duality of “process vs. achievement,” I found that understanding the process by which each child learned proved to be more beneficial than the test score achieved. 

That last line made me pause for thought.

What happened if I was to transfer that same conclusion, but apply it to adults. After all, I am a business coach and mentor. Indirectly, CEOs and managers often ask me to judge them and / or their teams on the basis of results – sales figures, production levels, or otherwise. Is this actually the best way to go about things?

For example, I was visiting a client this week in the Jerusalem area, who demanded that I set specific targets for a group of workers. If they achieved these figures, they are to receive a bonus.

I responded that their is significant literature, which confirms that motivation is not just based on numbers and a few extra dollars. Adults are equally likely to react positively, when corporate leaders play to five key feelings:

• Creating a sense of belonging
• Finding a sense of purpose
• Realising that an employee can achieve
• Being happy
• Being excited about their tasks

My takeaway for my profession is clear. I should not be concerned solely with what people achieve. Just as important is to consider the process and trail of how they got there. Find the chinks and the strengths, and then I can find how to help the client even further.