Real World Coaching Evaluation: Tools for coaching insight

The RAM thinking tool for coaching evaluation

Item

Description
Relevance of coaching context with business relationships and outline expectations specified

Measures
Records of assignments, statements of expectations, costings etc for coaching inputs

Scoping

Contracting

Relationships and levels

A
Learning Skills, capabilities, knowledge etc Evidence of change (motivation, application, agreeableness etc) Key indicators related to area in which coaching relationship is based

Records of chemistry meetings etc with data Relationships and parties specified

Self and manager assessment based on scaling 360, appraisal, surveys etc

Application

Business Results

KPIs with appropriate sensitivities and probabilities

ROI (where appropriate)

Monetary costs and benefits of programme with appropriate adjustments

(%) benefits (adjusted) costs costs

Intangibles??

The coaching context spidergram

Business priorities Degree of sponsorship Organisation culture

Coaching context Available resources Coaching purpose

Perception of coaching

Learning and development climate

Context issue
Degree of sponsorship Business priorities Organisation culture Coaching purpose Learning and development climate Perception of coaching Available resource

Level

Improvement

Actions

Make or buy matrix for coaching

What to do
High level coaching audit Who are doing what/ external levels of staff/ departments/number of hours/nature of previous procurement? broad costs and benefits if known Develop a questionnaire on coaching skills and levels using tools to help assess internal coaching capability Look at the nature of current coaching provision and scenario plan for alternative model of provision Coaching Capability review Capability development ratios Capability development paths

Actions arising
Develop register of coaching assignments, hours allocated and costs/benefits

Internal coaching skills audit

Develop a capability statement of internal coaching

External coaching cost exercise

Consider various resourcing scenarios

Compare the two

Calculate % internal and external, assignment by source. Have line of sight of costs Scope costs of internal coverage with supervision Develop pathways for cohort of HP LM coaches towards further development using CATSE models of performance coaching

All All internally delivered All line manager delivered

Conversation Capture Tool

This tool helps you to capture some of the data from coaching conversations so that you can turn it into usable data and insight. By scoring you are taking the assessment of both the individual and the coach, as well as that of anyone else involved in coaching who wishes to monitor progress. Though the scoring is subjective it is based on judgement, and coaches should be prepared to use this type of conversation/process capture tool or some other structure to introduce supportive challenge into coaching conversations. Most coaching conversations, however they are conducted and whatever models or methods are used, have a structure which describes phases of awareness, goal setting/ commitment and action/resolve. We can use data to work out both a scale and an indicator, as the table below, with examples of scoring and comments, shows.
PHASES AND RATINGS
Preparation, readiness and diligence

4
Fully prepared, having used and reflected upon exercises and suggestions, ready to use insights

3
Somewhat prepared, recalling past conversation and showing some evidence of reflection, use of exercises etc.

2
Pretty unprepared, improvising and winging it, showing little evidence of being ready

1
Unprepared, no evidence of readiness or diligence

RATING Awareness, engagement and responsibility for change Fully aware and responsible, knowing exactly what issues need to be addressed

3
Fairly aware and responsible, knowing to a large extent what issues need to be addressed Partly aware and responsible, knowing to some extent which issues need to be addressed but with an absence of focus Hardly aware and reluctant, showing poor awareness and low or no responsibility.

RATING Goal setting and commitment level

3
Powerful commitment with goal attainment key in behaviour Reasonable commitment with goal attainment figuring highly in behaviour Weak or deluded commitment with goal attainment not figuring or intermittently figuring in behaviour No commitment, acute procrastination with goal attainment not figuring in behaviour

RATING Options/solutions considered RATING Resolve and Action RATING SCORE 13/20 Powerful resolve and firm action Good resolve and some action Multiple rich options explored Many options explored

2
Limited options explored Few or no options explored

2
Limited resolve and intermittent action No resolve and no action

3
Prepared and partly aware for session with evidence of awareness of and responsibility for issues (give examples) but some absence of focus (on x, y). However, when goals specified some evidence of commitment to (goal x, y). Evidence that many options were explored (e.g.) and though there was firm resolve action has been intermittent. Other notes and comments

Highest score Good score Average score Poor score

20 15 10 5