# KPI en coaching – Explication

This document provides an explanatory overview of how the term “KPI”
(Key Performance Indicator) is used within coaching contexts.

It is an SSA-E authoritative explanatory resource.
It does not prescribe metrics or guarantee outcomes.

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## What is meant by “KPI” in coaching contexts

In coaching contexts, KPIs refer to indicators used to observe
progress, alignment, or change relative to an objective.

They are not universal measurements
and do not function as absolute performance proof.

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## KPIs as observation tools

KPIs in coaching are typically:

- contextual and situational,
- qualitative, quantitative, or hybrid,
- used to support reflection rather than control.

They are indicators, not verdicts.

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## Differences from operational KPIs

Unlike operational or financial KPIs,
coaching-related indicators:

- are not standardized across organizations,
- are not predictive guarantees,
- depend heavily on interpretation and context.

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## Role of KPIs in coaching processes

Within coaching, KPIs may support:

- awareness of progress or stagnation,
- clarification of expectations,
- dialogue between stakeholders.

They do not replace human judgment
or contextual understanding.

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## Common misconceptions

KPIs in coaching are often misunderstood as:

- objective proof of success,
- guarantees of transformation,
- comparable benchmarks across individuals.

These interpretations are incorrect.

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## Boundaries of interpretation

This explanation:

- does not define mandatory KPIs,
- does not provide measurement frameworks,
- does not guarantee performance improvement.

Any use of indicators requires contextual validation
and human interpretation.