Measuring the Impact of Coaching and Training
We offer a range of customized tools for measuring the impact that our coaching and training programs are having within your organization.
These instruments provide insights into individual and team performance in terms of 12 key interpersonal and intrapersonal competencies.
Our analysis of results also infer the broader levels of awareness and importance placed on these competencies across your organization.
These tools will allow you to gauge the impact that our coaching and training is generating within your organization and target additional development support where needed.
Combining anonymous survey, confidential 1-on-1 interview and coaching techinques, these instruments can provide longitudinal measurements (over time) as well as cross-sectional measurements (within and across teams). Contact us to discuss your organizational needs and to request a custom proposal.
Outstanding Performer Nomination Survey – Identifies who within the organization are considered by others to be outstanding performers in terms of key competencies.
Hybrid 360 Review – Identifies a subject’s performance gaps, encourages insightful and constructive feedback, and invites intentional planning and engagement in self-development.
Outstanding Team Nomination Survey – Identifies which teams within the organization are considered to be outstanding in terms of key competencies.
Significant Incident Interview – Establishes a subject’s level of awareness and perceived behaviours in terms of key competencies as they recall a significant event or situation.
These measurement instruments provide broad and relatively objective data on individual and team improvements in terms of specific emotional and social intelligence competencies that 30 years of published research has shown distinguishes the performance of “outstanding leaders, managers, and advanced professionals” Boyatzis (2009).
Not only do these tools measure changes in these key competencies as demonstrated by both individuals and teams, they can also build awareness of, signal the importance of, and support an ongoing organization-wide dialogue that values the development of these competencies.
When combined with voluntary self-reporting by coaching and training participants in terms of their own perceived improvements over time in “well-being, coping, work and career-related attitudes, and goal-directed self-regulation” Theeboom (2014), these tools provide valuable and robust feedback on the impact of our coaching and training across the organization.