Assessing Coaching Needs

Coach Needs to Upgrade Staff and Organization Skills

(Transfer Innovation Process)Portuguese Partner

Four Roles of Coaches

• Coach as Guide

• Coach as Teacher

• Coach as Motivator

• Coach as Mentor

Coach as Guide Assessment Items

• Have a clear understanding of his or her role in the organization?

• Have clearly defined tasks/responsibilities? • Have a clear understanding of what it

means to be successful regarding those tasks/responsibilities?

• Have a plan to accomplish the task or fulfill the responsibility?

Does the person you are coaching…

Coach as Guide

• Have a clear understanding of his or her role in the organization?– Do the person understand what the organization

is trying to accomplish and how his or her skills and abilities can contribute?

– Finding/defining the appropriate fit in the organization is the first step to success.

Coach as Guide

• Have clearly defined tasks/responsibilities?– Can the person articulate the specific tasks and

responsibilities that compose his or her role?– Help to define discreet, specific definitions of

tasks and responsibilities so the person can focus on issues important to success.

Coach as Guide

• Have a clear understanding of what it means to be successful regarding those tasks/responsibilities? – Does the person know how his or her

achievements will be measured?– Ensure common understanding of the

evaluation process and the metrics of results between the person being coached and the supervisor.

Coach as Guide

• Have a plan to accomplish the task or fulfill the responsibility?– Has the person identified achievable, interim

steps that, when accomplished in sequence, will result in successful completion of tasks?

– Help him or her construct a plan with milestones, interim measures, required resources, and possible obstacles.

Coach as Teacher Assessment Items

• Possess the skills to accomplish/fulfill the task/responsibility?

• Possess the knowledge necessary to accomplish/fulfill the task/responsibility?

Does the person you are coaching…

Coach as Teacher• Possess the skills to accomplish/fulfill the

task/responsibility?– Can the person acquire the skills needed? – Does he or she possess required natural

abilities?– Why doesn’t he or she have the required skills?– Is it really an issue of lack of skill or is it lack

of motivation?– Responsibility for learning resides with the

learner.

Coach as Teacher

• Possess the knowledge necessary to accomplish/fulfill the task/responsibility? – Does the person know what he or she doesn’t

know?– Help the person distinguish between the

important and the less relevant.

Coach as Motivator Assessment Items

• Have a high level of commitment to the task/responsibility?

• Have an awareness of positive consequences that will result from success and negative consequences that will result from failure?

• Have a firm belief he or she can accomplish/handle the task/responsibility?

• Find the task/responsibility interesting and/or enjoyable?

• Have a natural inclination/aversion to the task/responsibility?

Does the person you are coaching…

Coach as Motivator

• Have a high level of commitment to the task/responsibility?– Does the person feel a sense of ownership for

completion of the task?– Does the person believe the task is important?

Coach as Motivator

• Have an awareness of positive consequences that will result from success and negative consequences that will result from failure?– Are there consequences directly tied to his or her

performance?– Does the coach control or influence any of the

consequences?– What value does the person place on those

consequences?

Coach as Motivator

• Have a firm belief he or she can accomplish/handle the task/responsibility?

– Is the person under-confident or over-confident?

– Is his or her level of confidence based on actual experience?

– Is this level of confidence rational?

Coach as Motivator

• Find the task/responsibility interesting and/or enjoyable? – Is the person appropriately challenged by his or

her responsibilities?– Does the person have fun in his or her role?– Does the person find meaning in his or her

role?

Coach as Motivator

• Have a natural inclination/aversion to the task/responsibility? – Does his or her role seem to fit his or her

personality?– Did the person choose his or her role or did

circumstances place him or her there?– Does the person have other role options or

could he or she develop options?

Coach as Mentor Assessment Items

• Have a clear understanding of his or her role in the organization?

• Have clearly defined tasks/responsibilities? • Have a well-defined career path? • Understand his or her career interests? • Have a good understanding of the culture

and norms of the organization he or she is in?

Does the person you are coaching…

Coach as Mentor

• Have a clear understanding of his or her role in the organization?

• Have clearly defined tasks/responsibilities?– These items overlap with the “guide” role.– the person are critical to succeeding in the

context of the organization.

Coach as Mentor

• Have a well-defined career path? – What’s the next step in the person’s career?– Does the person know what kind of position he

or she would like to have in the future?– How does the person’s current position advance

him or her toward their future goals?

Coach as Mentor

• Understand his or her career interests?– What role does career play in his or her life?– What is his or her ultimate career goal?– What would his or her dream job be?

Coach as Mentor

• Have a good understanding of the culture and norms of his or her organization?– Does he or she know how things get done in the

organization?– Does he or she know how decisions get made?– Is he or she well connected in the organization?– Does he or she feel comfortable and “at home”

in the organization?