Coach Assessment: Difference between revisions
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=Reaction= | =Reaction= | ||
*How satisfied is the client with the coaching | *How satisfied is the client with the coaching process and/or coach? (Seems that there are two distinct questions here.) | ||
process and/or coach? (Seems that there are | *What does the client like or dislike about coaching? | ||
two distinct questions here.) | |||
*What does the client like or dislike about | |||
coaching? | |||
*What changes would the client like to make? | *What changes would the client like to make? | ||
*How does the client plan to apply outcomes | *How does the client plan to apply outcomes from coaching in life or work? | ||
from coaching in life or work? | *How does the client think that coaching outcomes can impact the organization? | ||
*How does the client think that coaching | |||
outcomes can impact the organization? | |||
=Learning= | =Learning= | ||
*To what extent are new skills or knowledge | *To what extent are new skills or knowledge being demonstrated? | ||
being demonstrated? | *What new awareness or insight has emerged from the coaching process? | ||
*What new awareness or insight has emerged | *To what extent has coaching had an impact on the client’s level of capability? | ||
from the coaching process? | |||
*To what extent has coaching had an impact | |||
on the client’s level of capability? | |||
=Application= | =Application= | ||
*How have new skills or ways of interacting | *How have new skills or ways of interacting been used in real work situations? | ||
been used in real work situations? | *To what extent has behavior change occurred on the job as a result of coaching? | ||
*To what extent has behavior change | |||
occurred on the job as a result of coaching? | |||
=Impact= | =Impact= | ||
*What difference has the coaching process | *What difference has the coaching process made in actual organizational results (e.g. sales, errors, retention, morale, creativity, time-to-market etc.)? | ||
made in actual organizational results (e.g. | *What is the return-on-investment realized through coaching for the organization? | ||
sales, errors, retention, morale, creativity, | |||
time-to-market etc.)? | =Assessments= | ||
*What is the return-on-investment realized | *[[S Mentor Assessment]] | ||
through coaching for the organization? | |||
=Links= | =Links= | ||
*Useful coaching survey of CEOs from Stanford - "CEOs want coaching, but most get too little". [https://www.gsb.stanford.edu/sites/gsb/files/publication-pdf/cgri-survey-2013-executive-coaching.pdf] | *Useful coaching survey of CEOs from Stanford - "CEOs want coaching, but most get too little". [https://www.gsb.stanford.edu/sites/gsb/files/publication-pdf/cgri-survey-2013-executive-coaching.pdf] | ||
Latest revision as of 01:49, 24 March 2019
Source of Questions
Take Questions on page 3 of [1] as a useful start.
Reaction
- How satisfied is the client with the coaching process and/or coach? (Seems that there are two distinct questions here.)
- What does the client like or dislike about coaching?
- What changes would the client like to make?
- How does the client plan to apply outcomes from coaching in life or work?
- How does the client think that coaching outcomes can impact the organization?
Learning
- To what extent are new skills or knowledge being demonstrated?
- What new awareness or insight has emerged from the coaching process?
- To what extent has coaching had an impact on the client’s level of capability?
Application
- How have new skills or ways of interacting been used in real work situations?
- To what extent has behavior change occurred on the job as a result of coaching?
Impact
- What difference has the coaching process made in actual organizational results (e.g. sales, errors, retention, morale, creativity, time-to-market etc.)?
- What is the return-on-investment realized through coaching for the organization?
Assessments
Links
- Useful coaching survey of CEOs from Stanford - "CEOs want coaching, but most get too little". [2]