COACHING EVALUATION MODEL
| Coaching inputs |
|
| 1) Individual |
- Gender, age, race, personality, cognitive abilities, educational attainment, experience, managerial responsibilities
- Belief in ability to change
- Current quality of relationship with manager
- Current quality of other inter-personal work relationships
- Current non-work issues
- Level of self-awareness, awareness of others
- Personal development needs
- Affective state and energy levels
|
| 2) Team |
- Current quality of team relationships
- Team’s perception of coachee
- Perception of team performance
- Team dynamic
|
| 3) Organisation |
- Organisational objectives from coaching
- Job requirements
- Organisational dynamic
- Organisational culture and climate
|
| 4) Coach |
- Gender, age, race, personality, cognitive abilities, qualifications, experience
- Coaching style/approach
- Ability to develop working relationship with coachee
- Organisational dynamic
- Understanding of organisation
- Affective state and energy levels
|
| Coaching Process |
| 1) Contracting and Objective setting |
- Coachee understanding, appreciating and committing to the process
- Coachee, coach and organisation clarifying and understanding organisational objectives of coaching and way in which progress si to be measured
- Coachee and coach clarifying, understanding and reconciling organisational and personal objectives of coaching
- Period of coaching
|
| 2) Rapport building |
- Building trust between coachee and coach
- Coachee and coach developing a working alliance
|
| 3) Engagement |
- Coach engaging the coachee in session
- Coachee perceiving choice around repertoire of behavioural options
- Coach modelling desired work behaviours in session
- Coachee practising behavioural options in session
|
| 4) Learning/Consolidation/Transfer |
- Coachee taking responsibility for behavioural choice
- Coachee creating and articulating own conceptual framework for modelled/learnt behaviours
- Coachee practising desired work behaviours in the work-place
- Coachee choosing favourable behavioural options
|
| 5) Feedback/Evaluation |
- Feedback/evaluation between coachee and coach
- Feedback/evaluation from organisational stakeholders on coachee behaviours
- Feedback/evaluation from coachee to organisational stakeholders
- Feedback/evaluation from organisation to coach
- Feedback from coach to organisation on general themes
|
| Coaching Outcomes at the Individual Level |
| 1) Immediate |
- Improved understanding of expectations
- Heightened self-awareness and awareness of others
- Better identification of development needs
- Exploration of alternative behaviours
|
| 2) Intermediate |
- Implementation of changed behaviours
- Improved inter-personal relationships at work
- Greater frequency of win-win results
|
| 3) Ultimate |
- Enhanced work performance
- Sustainability of changed behaviour
- Better management/leadership skills
- Improved career decision-making
- Improved emotional self-regulation
- Positive affectivity
|
| Coaching Outcomes at the Team and Organisational Level |
| 1) Immediate |
- Little or negative, due to absence of coachee at coaching sessions
|
| |
|
| 2) Intermediate |
- Changed multi-rater scores/360° appraisal/ colleagues’ perceptions of coachee reflecting different coachee behaviour
- Enhanced team functionality
- Feedback/evaluation of coach by organisation
- Feedback by coach on organisation
|
| |
|
| 3) Ultimate |
- Improved profitability
- Improved morale
- Feedback loops from coachee to team and organisation bringing about change in goals, culture
- Feedback loops from coach to organisation
- Enhanced commitment
|
A questionnaire supporting the model is downloadable in word format here:
Coachee Questionnaire 151008.doc
Coachee Evaluation Summary 151008.doc
This questionnaire is work in progress and is included on my wiki
http://coachingevaluationmodel.wetpaint.com/
Please email me at mail@philippirie.com to request access.
