How to Decide if Coaching is a Good Organizational Investment
Questions leaders should answer before hiring a coach
• Is the coaching candidate currently in a job well suited to
their skills and talents?
• Does the coaching candidate agree he/she needs to develop or
change?
• How critical is this direct report’s performance to overall
organizational success?
• What evidence do you have that the coaching candidate is prepared
to be successful? Is this person capable of accepting feedback?
• How satisfied are you with his/her current performance?
• What are the most important/necessary competencies and personal
characteristics for this particular leader/manager to possess? (You
may want to make a priority list using your organizations competency
definitions, if not available, we will be happy to provide a generic
list.) To what degree is there alignment between current and desired
skills and behavior? Where are the gaps?
• Which skill deficiencies or behaviors require immediate attention
or development based on the realities of the organization and feedback
you have received?
• What do you as the boss, need to do to be able to effectively
assess progress being made in the coaching relationship?
• How can you ensure the success of this individual?
• What coaching resources do I need?
Assessing readiness of coaching candidates
Those ready for coaching…
…clearly understand and personally commit to the organization’s
mission and its leader’s vision.
…strive to meet prescribed or mutually agreed upon performance
goals with determination.
…lead others using a plan, and consciously work at demonstrating
emotional intelligence and refining their leadership instincts by systematically
evaluating what is working well and what needs improvement.
…never think everyone else is the problem.
…actively seek and willingly accept feedback and notice subtle
corrective cues from others.
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