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Mentor Coaching Assessment

September 15, 20200Comments

Welcome to your Mentor Coaching Assessment

Thinking about each coaching skill answer the questions "As a coach, I ...'

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[I. Co-Create the Relationship]

1. View employees as partners and critical to the success of our company

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

2. Am open and transparent and willing to be vulnerable to build trust with the client

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

3. Take the time to build trust and rapport

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

4. Serve as a good role model

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

5. Do not let employee’s give up

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

6. Do not divulge their confidence

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

7. Acknowledge when it’s deserved

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

8. Show support, empathy and concern

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

9. Help align goals and values to the business strategies of Live Your Message

Rarely Sometimes Frequently Usually Almost Always

[I. Co-Create the Relationship]

Co-Creating Relationship Feedback

[II. Communicate Effectively]

10. Provide regular and specific feedback about performance

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

11. Encourage and really listen.

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

12. Avoid distractions when coaching (emails, texts, calls etc.)

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

13. Manages one's emotions to stay present with the client

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

14. Am confident in working with strong emotions.Am confident in working with strong emotions

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

15. Am curious and comfortable working in a space of not knowing

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

16. Create and/or allow for silence, pause or reflection

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

17. Integrate the client's words, tone of voice and body language

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

18. Notice trends in the client's behaviors and emotions to identify themes or patterns

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

19. Invite the client to share more about their experience in the moment

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

20. Share observations, insights and feelings that have the potential to foster new learning

Rarely Sometimes Frequently Usually Almost Always

[II. Communicate Effectively]

Communicate Effectively Feedback

[III. Evoke Awareness]

21. Allow for expression of feelings, perceptions, concerns, beliefs and suggestions

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

22. Challenge client’s perspective as a way to encourage awareness or insight

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

23. Ask about the client’s way of thinking, values, needs, wants and beliefs

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

24. Ask questions that help the client explore beyond current thinking

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

25. Recognize and inquire when there is more to what the client is communicating

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

26. Notice and explore the client's emotions, energy shifts, non-verbal cues or other behaviors

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

27. Supports the client in reframing perspectives

Rarely Sometimes Frequently Usually Almost Always

[III. Evoke Awareness]

Evoke Awareness Feedback

[IV. Cultivating Learning and Growth]

28. Partner with the client and relevant stakeholders to establish an overall coaching plan

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

29. Help define or reconfirm measures of success for what the client wants to accomplish

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

30. Consider what the client believes they need to achieve what they want

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

31. Encourage clients to self-manage and hold themselves accountable

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

32. Make performance expectations and priorities clear

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

33. Find ways to capitalize on the employee’s strengths

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

34. Champion employees when discouraged or taking on new, more challenging goals

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

35. Provide information about the company and their role in the company’s goals

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

36. Refer and/or recommend appropriate training, support or resources

Rarely Sometimes Frequently Usually Almost Always

[IV. Cultivating Learning and Growth]

Cultivate Learning and Growth Feeback

[V. Designing Actions]

37. Partner to generate ideas that move them forward

Rarely Sometimes Frequently Usually Almost Always

[V. Designing Actions]

38. Work with the client to integrate new awareness, insight or learning into their worldview

Rarely Sometimes Frequently Usually Almost Always

[V. Designing Actions]

39. Partner to design goals, actions and accountability measures that expand on new learning

Rarely Sometimes Frequently Usually Almost Always

[V. Designing Actions]

40. Acknowledge and support client autonomy goal setting, actions and accountability

Rarely Sometimes Frequently Usually Almost Always

[V. Designing Actions]

41. Invite the client to consider resources, support and potential barriers

Rarely Sometimes Frequently Usually Almost Always

[V. Designing Actions]

Designing Action Feedback

Overall Feedback

Areas to work on

Time's up

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