Leader as Coach Pre-Assessment

My goal with coaching is to help an employee reach their potential.

I spend time getting to know the person, what they value, their passions and strengths.

I spend time at the beginning of a coaching conversation to clarify the objective or outcome for the conversation.

I use the same approach to a coaching conversation, whether the goal is to discuss a development goal, performance gap or career move.

I avoid using teaching, mentoring and or advice as part of my coaching style.

In coaching conversations, I spend 80% of the time listening and 20% talking.

I take time to understand the situation from the employee’s perspective including any actions he has already taken.

I have coaching conversations outside of the formal development process.

I help an employee work at the intersection of what they like, what they are good at and what adds value to the organization.

I use questions to help the employee identify potential solutions vs. telling them what or how to approach a problem.

I brainstorm options with the employee to help identify different ways of approaching the situation.

I establish a coaching partnership from the moment an employee begins with my team.

I approach coaching with the mindset that all people can learn and grow.

I use paraphrasing as a technique to show I am listening and to check my understanding of what the person has said.

I check in during the conversation to understand the employee’s takeaway from the conversation.

I take pride in helping an employee figure out how to solve a problem or address a challenge.

I help my employees identify strengths they can use to help them be successful.

I help employees gain different perspectives by sharing my observations and/or data.

I end the coaching conversation with helping the employee identify the actions he needs to take.

I coach regularly and often to help my employees stay focused on self-insights and strategies to put them into practice.

I encourage my employees to adopt a ‘growth mindset’ which is the belief that with effort, they can further develop their skills and knowledge over time.

I show the employee that I believe in them.

I encourage the employee to specify what resources he needs and timeframe he will commit to for taking action.

I help my employees to connect the dots from different coaching conversations to help them stay focused on their insights and translate that into action and continued growth and development.