You've decided to become a coach. You understand what coaching is. But now the real questions start creeping in:

• How do I know if I'm actually good at this?

• How can I tell if I'm doing a good job with a

• particular client?

• How do I compare with other coaches?

• How do I get better?

These aren't just insecurities—they're legitimate questions every coach should be asking. Because without a clear way to measure effectiveness, you're just guessing.

The good news? There's a research-backed framework that answers all of these questions. It's called The Coaching Cube, and it will help you become the best coach you can be.

The Coaching Cube: A Framework for Measuring Effectiveness

Imagine a cube, like a dice from a board game. Each dimension of this cube represents a way to measure coaching effectiveness.

There are three main dimensions:

The 3 Dimensions of The Coaching Cube

1. Individual Wellbeing

Making sure the person you're coaching is mentally and physically flourishing.

2. Business Performance
The goals of the business and how the person you're coaching is reaching them.

3. Coaching Relationship
The bond between you and the person you're coaching.

In this section, we're going to concentrate on the third dimension—the Coaching Relationship—because studies show that the relationship between a coach and their client is the foundation of effective coaching.

(We cover Individual Wellbeing and Business Performance through the frameworks and systems you'll learn in later sections.)

You're absolutely right. We mentioned them as two of the three dimensions but then completely glossed over them. That leaves a gap in understanding the full Coaching Cube.

Here's how I'd fix it—add a section that briefly explains all three dimensions before diving deep into the Coaching Relationship:

Understanding the Three Dimensions

Each dimension of the Coaching Cube represents a different measure of your coaching effectiveness. Let's break down what each one actually means:

1. Individual Wellbeing

This is about the person behind the business—their mental health, physical health, stress levels, work-life balance, and overall happiness.

What you're measuring:

• Are they less stressed than when they started?

• Do they have better work-life balance?

• Are they sleeping better, feeling healthier?

• Do they feel more fulfilled and purposeful?

• Have they improved their relationships outside of work?

Why it matters:
A burned-out business owner can't build a thriving business. If coaching only improves business performance while destroying their wellbeing, you've failed. Great coaching improves both.

2. Business Performance

This is about tangible business results—revenue, profit, team effectiveness, operational efficiency, and goal achievement.

What you're measuring:

• Is revenue growing?

• Is profit increasing (not just top-line growth)?

• Are they hitting their strategic goals?

• Is the team performing better?

• Are operations more efficient?

• Is the business less dependent on the owner?

Why it matters:
Coaching that only makes someone "feel better" without improving business results isn't sustainable. Clients need to see ROI. Great coaching delivers measurable business outcomes.

3. Coaching Relationship

This is about the quality of the partnership between you and your client—trust, communication, collaboration, and how well you work together.

What you're measuring:

• Does the client trust you?

• Do they perceive you as competent and credible?

• Is the relationship collaborative or transactional?

• Do they feel safe being honest with you?

• Are they engaged and committed to the process?

Why it matters:
Without a strong coaching relationship, nothing else works. You could have the best frameworks in the world, but if the client doesn't trust you or feel connected to you, they won't implement anything—and they'll eventually leave.

Why All Three Dimensions Matter

Here's the key insight: You can't maximize one dimension while ignoring the others.

Scenario 1: Strong relationship + business results, but poor wellbeing
The client trusts you, the business is growing, but they're burning out. Eventually, they'll crash—and so will the business.

Scenario 2: Strong relationship + improved wellbeing, but poor business performance
The client feels great and loves working with you, but the business isn't improving. They'll eventually question the ROI and leave.

Scenario 3: Business results + improved wellbeing, but weak relationship
The client is getting results and feeling better, but they don't feel connected to you. They'll leave for another coach who they feel "gets them" better.

The goal: Build the largest cube possible by maximizing all three dimensions simultaneously.

In this guide, we focus primarily on the Coaching Relationship because research shows it's the foundation that makes everything else possible. The frameworks, systems, and methodologies you'll learn in later sections address Individual Wellbeing and Business Performance.

The Spectrum of Coaching Effectiveness

Now, picture your Coaching Cube. Its size represents how effective you are as a coach with each client.

The larger the cube, the better.

But here's the key: The size of your cube will change. It can shrink or expand depending on how well you're doing in each dimension.

The level of coaching effectiveness can be anywhere between its lowest level and the highest. How big the cube is with your client shows how effective you are being as a coach.

The larger the cube:

• The stronger the trust with your client

• The better the results in their wellbeing

• The higher the business performance

The goal: Create the largest cube possible—maximizing your effectiveness in every dimension and delivering the utmost value to your clients.

The speed at which you build that cube also determines how effective you are being as a coach.

The Power of Influence in Coaching

Think about big names like Alex Hormozi or Tony Robbins. They have huge followings, and there's a powerful reason behind it: TRUST.

That bond is already built before they even start coaching someone. It's a massive advantage because trust is the cornerstone of any coaching relationship.

If they tell you to do something at the start of the relationship, you're fully bought in. If you get results, you keep that trust.

Most new coaches don't have that built-in trust. That's why industry experience and case studies are so important—they help build credibility faster.

But here's the thing: Having a broad following isn't the magic ticket to effective coaching.

The secret sauce is combining:

• Trust (a strong relationship)

• Knowledge (understanding what your client needs)

• Skills (knowing how to guide them effectively)

Alex Hormozi isn't just a charismatic personality. He pairs his trustful relationship with his followers with targeted knowledge and skill-sharing that truly shifts their trajectory toward achieving their goals.

Whether you're a new coach or an established influencer, the key to coaching people effectively is the fusion of a trustful relationship, the right knowledge, and strong skills.

So how do you build that coaching relationship?

The 3 Elements of The Coaching Relationship

The coaching relationship has three critical components. Master these, and you'll build trust faster, deliver better results, and keep clients longer.

1. Coach's Competency, Knowledge, and Skills

Translation: How good you actually are as a coach.

To become a competent coach, you need to possess certain values, knowledge, and skills:

Values

✓ Trust - Show them you are reliable and honest
✓ Collaboration - Work together and share control
✓ Helpfulness - Always be ready to support
✓ Empathy - Show them you care and understand
✓ Learning - Be open to learning new things
✓ Patience - Sometimes, things take time

Knowledge & Skills

✓ Problem-solving - Identify problems and help clients find solutions
✓ Giving feedback - Tell clients what they're doing well and where they can improve
✓ Asking questions - Be curious and ask probing questions
✓ Listening - Pay attention to what your client is actually saying
✓ Motivating - Inspire your client to be the best they can be
✓ Reflecting - Take time to consider what's working and what isn't

The bottom line: You need to actually be competent. This isn't about faking it—it's about continuously developing your coaching skills.

2. Client's Perception of Coach's Effectiveness

Translation: How good your client thinks you are.

This is where things get interesting. You could be technically brilliant, but if your client doesn't perceive you as effective, the relationship won't last.

Research shows the top 5 characteristics clients look for in a coach:

Top 5 Traits (According to Clients)

1. Communicates Clearly
Say what you mean clearly and simply. No jargon, no confusion.

2. Emotional Intelligence
Understand and manage your own emotions, and relate to others' emotions.

3. Has Experience with My Industry
Know a lot about what your client needs. Industry credibility matters.

4. Challenging but Supportive
Push your client to try hard, but be there if they struggle.

5. Displays Acceptance of Me
Accept your client for who they are. No judgment.

Key insight: Notice that "industry experience" is #3. Your corporate background isn't a liability—it's an asset that builds credibility faster than most new coaches have.

3. The Dynamics of the Coaching Relationship

Translation: The way you and your client work together.

A successful coaching relationship has a flow to it—like a dance with these steps:

The 5 Elements of Great Coaching Dynamics

1. Safe and Open Environment
Make your client feel like they can trust you and be honest without judgment.

2. Client-Centered Approach
Focus on what the client needs and wants, not what you think they should do.

3. Focus on Strengths
Help your client know what they're good at and use those skills to solve problems.

4. Defining a Goal to Achieve
Help your client set a clear goal and create a plan to reach it.

5. Creating a Plan of Action
Break down the goal into steps that your client can actually follow and complete.

The pattern: Notice how this all centers on the client—not you. Great coaching dynamics happen when you make it about them, not about demonstrating how smart you are.

Putting It All Together: Building Your Coaching Cube

Here's how the three elements work together to create coaching effectiveness:

If you have competency but no perceived effectiveness:
You're skilled, but clients don't see it. Work on communication and building credibility.

If you have perceived effectiveness but no competency:
Clients trust you initially, but you can't deliver results. Invest in developing your skills.

If you have both but poor relationship dynamics:
You're capable and credible, but the relationship feels transactional. Focus on creating safety and collaboration.

When you have all three:
You build the largest possible cube—maximum trust, maximum results, maximum client retention.

How to Use This Framework

For self-assessment:

• Rate yourself 1-10 on each of the three elements

• Identify your weakest area

• Focus your development there first

For client evaluation:

• If a client isn't progressing, ask: Which dimension is weak?

• Is it your competency? Their perception? The relationship dynamics?

• Address the specific gap

For continuous improvement:

• After every session, reflect: Did I demonstrate the values and skills?

• Did the client perceive me as effective?

• Did I create the right dynamics?

The Truth About Great Coaching

Here's what the research tells us:

Great coaching isn't about being the smartest person in the room.
It's about building trust, demonstrating competence, and creating a relationship where real transformation can happen.

Great coaching isn't about having all the answers.
It's about having the skills to help clients find their own answers while feeling supported and challenged.

Great coaching isn't about your following or your credentials.
It's about the quality of the relationship you build with each individual client.

The Coaching Cube gives you a clear way to measure and improve all of this.