Real World Coaching Evaluation: Tools for coaching insight - CIPD

Real World Coaching Evaluation: Tools for coaching insight
The RAM thinking tool for coaching evaluation
Item Description Measures
R
Scoping
Relevance of coaching
context with business
relationships and
outline expectations
specified
Records of assignments,
statements of expectations,
costings etc for coaching inputs
A
Contracting
Relationships and levels
Records of chemistry meetings
etc with data
Relationships and parties
specified
Learning
Skills, capabilities,
knowledge etc
Self and manager assessment
based on scaling
Application
Evidence of change
(motivation, application,
agreeableness etc)
360, appraisal, surveys etc
M
Business
Results
Key indicators related to
area in which coaching
relationship is based
KPIs with appropriate
sensitivities and probabilities
ROI (where
appropriate)
Monetary costs and
benefits of programme
with appropriate
adjustments
(%) benefits (adjusted) – costs
costs
Intangibles

The coaching context spidergram
Business
priorities
Degree of
sponsorship
Organisation
culture
Available
resources
Coaching
context
Coaching
purpose
Perception of
coaching
Learning and
development
climate
Context issue Level Improvement Actions
Degree of sponsorship
Business priorities
Organisation culture
Coaching purpose
Learning and
development climate
Perception of coaching
Available resource

Make or buy matrix for coaching
High level coaching audit
Internal coaching skills
audit
External coaching cost
exercise
Compare the two
All
All internally delivered
All line manager
delivered
What to do
Who are doing what/
external levels of staff/
departments/number of
hours/nature of previous
procurement broad costs
and benefits if known
Develop a questionnaire
on coaching skills and
levels using tools to help
assess internal coaching
capability
Look at the nature of
current coaching
provision and ‘scenario’
plan for alternative
model of provision
Coaching Capability
review
Capability development
ratios
Capability development
paths
Actions arising
Develop register of coaching
assignments, hours allocated
and costs/benefits
Develop a ‘capability statement’
of internal coaching
Consider various resourcing
scenarios
Calculate % internal and
external, assignment by source.
Have line of sight of costs
Scope costs of internal
coverage with supervision
Develop pathways for cohort of
HP LM coaches towards further
development using CATSE
models of performance coaching

Conversation Capture Tool
This tool helps you to capture some of the data from coaching conversations so that you can turn it into usable
data and insight. By scoring you are taking the assessment of both the individual and the coach, as well as that of
anyone else involved in coaching who wishes to monitor progress. Though the scoring is subjective it is based on
judgement, and coaches should be prepared to use this type of conversation/process capture tool or some other
structure to introduce supportive challenge into coaching conversations.
Most coaching conversations, however they are conducted and whatever models or methods are used, have a
structure which describes phases of awareness, goal setting/ commitment and action/resolve. We can use data to
work out both a scale and an indicator, as the table below, with examples of scoring and comments, shows.
PHASES AND
RATINGS
4 3 2 1
Preparation,
readiness and
diligence
Fully prepared, having
used and reflected
upon exercises and
suggestions, ready to
use insights
Somewhat prepared,
recalling past
conversation and
showing some
evidence of reflection,
use of exercises etc.
Pretty unprepared,
improvising and
‘winging it’, showing
little evidence of being
ready
Unprepared, no
evidence of readiness
or diligence
RATING 3
Awareness,
engagement and
responsibility for
change
Fully aware and
responsible, knowing
exactly what issues
need to be addressed
Fairly aware and
responsible, knowing
to a large extent what
issues need to be
addressed
Partly aware and
responsible, knowing
to some extent which
issues need to be
addressed but with an
absence of focus
Hardly aware and
reluctant, showing
poor awareness and
low or no
responsibility.
RATING 3
Goal setting and
commitment
level
Powerful commitment
with goal attainment
key in behaviour
Reasonable
commitment with
goal attainment
figuring highly in
behaviour
Weak or deluded
commitment with
goal attainment not
figuring or
intermittently figuring
in behaviour
No commitment,
acute procrastination
with goal attainment
not figuring in
behaviour
RATING 2
Options/solutions
considered
Multiple rich options
explored
Many options
explored
Limited options
explored
Few or no options
explored
RATING 2
Resolve and
Action
Powerful resolve and
firm action
RATING 3
Good resolve and
some action
Limited resolve and
intermittent action
No resolve and no
action
SCORE
13/20
Prepared and partly aware for session with evidence of awareness of and responsibility for issues
(give examples) but some absence of focus (on x, y). However, when goals specified some evidence
of commitment to (goal x, y). Evidence that many options were explored (e.g.) and though there
was firm resolve action has been intermittent.
Other notes and comments
Highest score 20
Good score 15
Average score 10
Poor score 5