Coaching Skills Inventory
Kenneth R. Phillips

• Objective - To identify, measure and improve coaching-skills effectiveness
• Intended For - Managers, supervisors, team leaders, and facilitators
• Time Required - 1 to 1-1/2 hours

#0528E2FG Coaching Skills Facilitator Guide / $80
#0528E1PR Coaching Skills Preview Pack / $60
Includes: Coaching Form A, Form B, and Facilitator Guide

  
The Coaching Skills Inventory is designed to assess the ability of a manager or supervisor to recognize when and how to use the skills necessary for conducting effective coaching meetings.
   
Overview
   
The purpose of a coaching meeting is not to reprimand an employee or threaten dismissal if an employee's performance does not improve within a specified time period. Rather, the goal of coaching is to help redirect an employee's behavior to improve future performance, while continuing to build a relationship of mutual trust with the employee.
   
The Inventory fulfills four objectives:

• helps managers and supervisors identify their strengths and weaknesses in specific skills needed to conduct coaching meetings

• enables managers and supervisors to compare their strengths and weaknesses in these skills with a norm group of 165 managers and supervisors who previously completed the Coaching Skills Inventory Form A

• acquaints managers and supervisors with a model for conducting effective coaching meetings that will have a positive impact on an employee's job performance

• enables managers and supervisors to compare their strengths and weaknesses in these skills before and after a training program by using Form A and Form B

Who Should Use This Instrument

Both Forms of the Coaching Skills Inventory are useful for any internal or external human resources consultant, organization development consultant, management trainer, or individual manager with coaching responsibilities. The value of both Forms of the Coaching Skills Inventory is that they help managers gain insight into their own strengths and weaknesses in conducting coaching meetings. They also provide a basis for comparison. Using only the Coaching Skills Inventory Form A, a manager can compare his/her scores to other managers who have completed the Inventory previously. Using both Forms, a manager can compare his/her score on the Coaching Skills Inventory Form A with that on Form B. The Inventories can be administered and interpreted easily and do not require special knowledge or training to use.
   
Related Products

• Performance Appraisal Skills Inventory
• How To Get Extraordinary Performance From Ordinary People

• Objective - To develop awareness and improve coaching skills
• Intended For - Managers, supervisors, team leaders, and anyone who wants to become a more effective "coach"
• Time Required - 1-1/2 Hours
• Product Type - Instrument

 
We are all familiar with the concept of "coaching", but seldom realize that we serve as coaches in various roles of our personal and professional lives. The need for effective coaches and coaching in the business world doesn't just stem from the wants and needs of a better-educated, more diverse workforce. It also stems from the changing global marketplace and the constant progression of technology. Effective coaches equate to stronger leaders, more motivated employees, improved morale, and better communication in the workplace.

While there are many skills and attributes of an effective coach, Get Fit for Coaching identifies and assesses areas of strength and improvement based on 5 critical skills found in research and literature. Unlike some training materials on coaching, this assessment focuses on what is needed to be a successful coach versus how to conduct a coaching discussion. It also defines coaching in broader terms. Coaching is more than closing skill gaps, it is allowing people to maximize their strengths and develop new and different skill sets.

Get Fit for Coaching is intended to increase participants' awareness of behaviors that contribute to successful coaching. The 25-item assessment also provides practical suggestions and activities for strengthening one's coaching skills in 5 Coaching Competencies:

1. Building Rapport
2. Observing and Analyzing
3. Questioning and Listening
4. Providing Feedback
5. Facilitating Learning

Get Fit for Coaching helps participants:

• Identify areas of strength and areas for improvement
• Provoke critical thinking on what it takes to be an effective coach
• Apply their new knowledge on the job

Get Fit for Coaching has many applications. Use it as:

• A standalone assessment or debrief
• An icebreaker for new coaches or individuals new to management
• Part of a comprehensive training program on leadership development

Get Fit for Coaching includes a Participant Booklet, Feedback Booklet, and Facilitator Guide. The Participant Booklet features 2 self-directed activities for each of the 5 Coaching Competencies -- a total of 10 activities! We recommend that the companion Feedback Booklet be used in conjunction with the self-assessment. The Feedback Booklet allows coaches to compare their own responses to the perceptions of their peers.
 
The 56-page Facilitator Guide includes an introduction, theoretical background on the Coaching Process Model, a description of the 5 Coaching Competencies, guidelines on how to administer and score the instrument, a sample training design, technical development overview, downloading instructions for a PowerPoint presentation, and overhead transparency masters.
 

  
What's My Coaching Style?
HRDQ Research & Development Team

• Objective - To help individuals identify and understand their coaching styles
• Intended For - Individuals who coach others
• Time Required - 1 hour
• Product Format - Instrument
• Price: $10 each

Picture yourself in action as a coach. How do you behave? What do you say? The images you see are the same characteristics that describe your coaching style. The way coaches interact with people varies from one coach to the next. This is because every coach has a unique personality style that influences the way he or she interacts with others. Understanding personal style is the first step to developing a successful coaching relationship.
 
What's My Coaching Style?, the latest addition to the HRDQ Style Series, helps coaches do just that. Based on the works of Marston and Jung, this instrument provides a means for coaches to gain an awareness of their own coaching styles as well as an understanding of the differences between their styles and those of their coachee. With this information, coaches are able to modify their own styles to create better rapport, and therefore a better relationship, their coachees.
 
Individuals will:

• Identify their preferences towards one of four personal styles
• Create an awareness of their personal behavior patterns
• Understand how personal style reveals itself in the way they coach.

Individuals can gain additional insight into their coaching styles by gathering feedback from their coachees using the companion Feedback Booklet.

Scoring the assessment is made easy with pressure-sensitive paper. The Participant Booklet also includes descriptions of all four dimensions, interpretive information, and action planning. Detailed in the Facilitator Guide are administrative guidelines; instructions for using the Feedback Booklet, Style accessories, and StylePlay game; sample training design; technical development; downloading instructions for a free Microsoft PowerPoint presentation, and more.
  

• Objective - To teach mentors how to turn ordinary moments into mentoring opportunities
• Intended For - Mentors or people who want to become mentors
• Time Required - 1-1/2 hours
• Product Format - Instrument

#0595E1PR Mentoring Preview Pack / $69
Includes: Participant Guide and Facilitator Guide

It used to be that mentors and mentees could set aside their work for regularly scheduled mentoring meetings. But given the time demands that most of us face, scheduling such "extracurricular" time has become tough - or just plain impossible. Today's mentors need to take advantage of everyday work situations as opportunities to mentor. 

Mentoring in the Moment addresses this modern trend by providing a framework that mentors can use to identify and respond to mentoring opportunities. This 20-item instrument describes mentoring as a journey with specific phases that unfold over time, each requiring a different type of mentoring behavior. The art of mentoring "in the moment" lies in accurately gauging where mentees are in their developmental journey, and then altering your responses accordingly. 

Mentees progress through a sequence of 4 developmental phases:

• I-Identification: Idealizing the mentor and asking for guidance.

• II-Growth: Sensing strengths and experimenting with behaviors.

• III-Separation: Wanting an independent identity.

• IV-Mutuality: Seeking and sharing experiences as an equal.

Mentors will:

• Understand the four phases of the mentoring journey.

• Measure their effectiveness as a mentor in each of the four phases.

• Discover three types of mentoring responses.

• Learn how to recognize and respond to a mentee's specific developmental signals.

The Participant Booklet includes pressure-sensitive scoring, descriptions of the phases of the mentoring journey, corresponding developmental signals, a checklist of mentoring behaviors, and action planning. Theoretical background, interpretive information, administrative guidelines, and a sample training design are featured in the Facilitator Guide.