COACHING COMPETENCIES: HOW DO YOU STACK UP?

Today’s business environment is placing ever-increasing emphasis on our ability to improve our clients' performance through coaching. If you are interested in finding out how you stack up, please take a few moments to assess yourself against these coaching competencies (attributes, skills, and behaviours). I often use this tool when I need to create a collective snapshot indicating strengths and opportunities for development in client environment. It is a great start to any session of a management development course or an OD workshop for managers. Usually, I ask participants to rate themselves on two scales: the one is how FREQUENTLY they do this (rarely, sometimes, often, almost all the time) and the other is how EFFECTIVELY they do this (not very effectively, somewhat, usually, and very effectively). Strengths are then defined as those behaviours the person demonstrates often (or better) AND usually effectively (or better). Development areas are the reverse: behaviours the person demonstrates sometimes (or less often) AND only somewhat or less effectively.

• Consults with clients to gain consensus on objectives, define content and select and sequence activities for specific performance enhancement.

• Recognizes and builds upon the particular strengths of individuals; helps them to see themselves in the light of what they could be.

• Develops highly personalized, confidential, mutually respectful and cooperative partnerships.

• Is aware of one's personal style and flexible in adjusting that style to meet the needs of clients.

• Balances and adjusts the roles of consultant/motivator/ally to help clients achieve goals.

• Clearly identifies the what needed to achieve a breakthrough.

• Refers clients to appropriate alternative resources, as required.

• Maintains a critical path and time frame for accomplishment of client goals.

•  Assesses a client’s potential and aptitude for action and sustaining productive behaviour.

• Distinguishes performance management issues from personal problem resolution.

• Empathizes versus sympathizes; maintains a dispassionate, objective demeanor.

• Displays patience, understanding and flexibility with clients.

• Estimates the investment (time, money, and resources) required to deploy a successful coaching intervention.

• Fosters independence and motivation in coachees (teaches how to solve their own problems).

• Is sufficiently skilled/aware to deal productively with client’s personal and emotional issues.

• Maintains a present and future-oriented perspective throughout the coaching process.

• Understands how corporate culture and structure impact on the coaching process.

• Maintains a consultative, working relationship with client’s sponsor throughout the coaching intervention.

• Identifies/assesses candidates who would most benefit from coaching, and when it would be appropriate in their careers.

• Knows adult learning principles, as well as life balance and wellness issues.

• Evaluates the impact of coaching, comparable to measuring training results (ROI).

• Engages client to assume responsibility and accountability in the coaching process.

• Communicates with clarity and sensitivity; motivates client to action through strong interviewing/questioning, and listening skills.

• Demonstrates strong self-confidence and self-assurance; acts as a role model for client.

Using this self-assessment tool you can easily identify some of your own strengths to build on, or some development areas. You can even ask your boss, peers or significant other to give you feedback on how you come across as a coach! Have fun.

Michael Godkewitsch PhD, C. Psych
Consulting Psychologist & Partner