I’m finding great ways to use ChatGPT and am using it as a debate partner to better understand critical issues and to test my own thinking.
Yesterday, however, we struggled with each other. I sought to get it’s perspective on a certain issue and it’s thinking was flawed. At that point I started trying to coach ChatGPT. It reminded me of so many coaching sessions I’ve had with human beings.
I started asking the question, “What are the top 15 metrics CROs should be tracking?”
It returned a reasonable answer, including revenue growth, pipeline value, conversion rates, CAC/CLD and other business management metrics.
I expressed my surprise, I said, as a leader, people management issues, such as performance, development, retention, are critical, why haven’t you identified any people management/leadership metrics?
Ever polite, ChatGPT apologized and responded with 15 people management based metrics.
I thanked her, then asked, “What are the top 15 metrics CROs should be tracking?”
ChatGPT came back with the same 15 business management metrics.
I was reminded of many coaching sessions with human beings, experiencing the same thing. Initially, they seem to understand the coaching, then you review what they’ve learned–they tend to revert back to their old thinking.
Like any coach, I went back to ChatGPT, saying, “We’ve discussed the CRO job and the importance of leadership and people management skills, why aren’t you including those?”
I could tell she was getting frustrated, she was polite, apologized for misunderstanding, and came back with the 15 people management metrics from before. I think she hoped I would stop asking her the same questions. I suspect she wanted to get out of the conversation and do whatever occupies her time in the rest of the day.
I reposed the original question, “What are the top 15 metrics CROs should be tracking?” You already know what ChatGPT responded.
We went through another cycle of coaching. I asked if I was misunderstanding something, whether I might pose different questions. After a few cycles, she finally came back to me:
“Dave, I think I understand what you are trying to do, here are the top 15 business management metrics, here are the top 15 performance management/people metrics!!!!!” (I added the exclamation points, ChatGPT would never raise her voice or express her impatience.)
I thanked her for expanding her thinking about CRO metrics. I responded, “If you looked at both sets of metrics and could only choose 10 from those, what would they be?”
ChatGPT thought a little longer then normal. Then she responded with 10 metrics, a balanced set of business and people management metrics that was pretty good. I decided we had done enough and thanked her for her patience.
I concluded our session with, “To the degree a tool like you can learn from this feedback, when you look at issues like this, it’s important to have a balance of business management issues.
ChatGPT learns, she politely responded: “Thank you for your feedback. I absolutely agree with you that balancing business management and people management is crucial for effective leadership. Your point about including a balance of metrics that cover both aspects is well-taken.”
It takes time to coach and help our people learn. Apparently, it’s the same with AI.
Now the test, would you pose the same question to ChatGPT to see if she has internalized the coaching? Let me know what happens. I’ve posted the final 10 metrics she recommended, do her responses to you look similar?
ChatGPT’s final recommendations:
Apologies for any confusion caused. If we were to consolidate the metrics to a balanced set of 10 key metrics for CROs, encompassing both business performance and people management, here is a consolidated list:
- Revenue Growth Rate
- Gross Margin
- Customer Acquisition Cost (CAC)
- Customer Lifetime Value (CLV)
- Customer Churn Rate
- Sales Conversion Rate
- Average Deal Size
- Employee Satisfaction and Engagement
- Employee Turnover Rate
- Training and Development Metrics
These metrics cover a broad spectrum of important factors for CROs to track, including financial performance, sales effectiveness, customer engagement, and employee satisfaction, development, and retention. By monitoring these metrics, CROs can have a balanced view of the organization’s overall health and success, while focusing on both revenue generation and people management aspects.