Assessing Coaching Needs

1. Assessing Coaching Needs Coach Needs to Upgrade Staff and Organization Skills(Transfer Innovation Process)Portuguese Partner

2. Four Roles of Coaches • Coach as Guide • Coach as Teacher • Coach as Motivator • Coach as Mentor

3. Coach as Guide Assessment Items Does the person you are coaching… • 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?

4. 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.

5. 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.

6. 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.

7. 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.

8. Coach as Teacher Assessment Items Does the person you are coaching… • Possess the skills to accomplish/fulfill the task/responsibility? • Possess the knowledge necessary to accomplish/fulfill the task/responsibility?

9. 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.

10. 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.

11. Coach as Motivator Assessment Items Does the person you are coaching… • 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?

12. 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?

13. 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?

14. 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?

15. 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?

16. 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?

17. Coach as Mentor Assessment Items Does the person you are coaching… • 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?

18. 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.

19. 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?

20. 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?

21. 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?