Coaching for Talent Development and Employee Engagement

Coaching Self-Assessment

Your Name
Email Address

# Coaching Skill Ability
Low High		 Importance
Low High
1 I am credible in my field. My employees come to me for advice on how to do the work. 1 2 3 4 1 2 3 4
2 I create an environment that builds trusting relationships. My employees trust me. 1 2 3 4 1 2 3 4
3 I articulate clear expectations for performance. 1 2 3 4 1 2 3 4
4 I provide regular feedback to employees about their performance, both positive and constructive. My feedback is balanced, objective, specific, and supportive. 1 2 3 4 1 2 3 4
5 I recognize and reward others for attaining their highest potential. 1 2 3 4 1 2 3 4
6 I am available for the employee to answer questions as needed. When necessary, I make the time needed by employees. 1 2 3 4 1 2 3 4
7 I foster an environment of continuous improvement, challenge, and growth. I create an environment where people take calculated risks. 1 2 3 4 1 2 3 4
8 I help each employee understand how his/her role supports the business and how individual performance impacts the team's performance. 1 2 3 4 1 2 3 4
9 I effectively present concepts and ideas. 1 2 3 4 1 2 3 4
10 I listen actively, demonstrating an understanding of others' views and needs. 1 2 3 4 1 2 3 4
11 I use tact and diplomacy to influence and persuade. 1 2 3 4 1 2 3 4
12 I am able to determine how best to work with each person based on his or her unique motivation/social style. 1 2 3 4 1 2 3 4
13 I adapt my style of interacting to meet the unique needs of the other person. 1 2 3 4 1 2 3 4
14 I know the development goals of my employees. 1 2 3 4 1 2 3 4
15 I tailor my coaching sessions to individual development needs. 1 2 3 4 1 2 3 4
16 I communicate clearly and objectively; I avoid language that misrepresents the performance (by understating or overstating the problem). 1 2 3 4 1 2 3 4
17 I use questioning and redirecting to help the employee self-assess. 1 2 3 4 1 2 3 4
18 I am able to distinguish between coaching, problem solving/corrective action, providing feedback/information, training, and counseling. 1 2 3 4 1 2 3 4
19 I am able to use the appropriate management tool (coaching, problem solving/corrective action, providing feedback/information, training, and counseling) depending on the specific situation. 1 2 3 4 1 2 3 4
20 I am able to distinguish possible reasons why people aren't performing as expected. These reasons could be lack of clear expectations, lack of resources, lack of skills and knowledge, etc. 1 2 3 4 1 2 3 4
21 I am able to help the employee determine/discover the reasons for less-than-stellar performance and ways to improve the performance in the future. 1 2 3 4 1 2 3 4
22 I ensure that coaching always begins with a discussion of strengths/things that went well before turning attention to areas for development. 1 2 3 4 1 2 3 4
23 I ensure that our coaching focuses on no more than two areas for development at a time. 1 2 3 4 1 2 3 4
24 I model continuous self-improvement by seeking and applying feedback on my own performance. 1 2 3 4 1 2 3 4