Evaluation Coaching for Practitioners
A recent study by McKinsey & Company found that executives who regularly perform optimally can be up to 5 times more effective in their roles. This can lead to sustainable business performance, which might be the result of improved productivity, resulting from a well-being programme for example. However, optimal performance is not a permanent state. Instead it can be achieved for about 15% of our waking time, thus we need to engineer resilience when we need it most. Coaching has been proven time and time again to be effective in helping to develop resilience in individuals, teams and organisations.
Coaching evaluation is an activity that almost all companies agree is important, but it is one that is often neglected in the perpetual rush to get things done.
Dr Russell Thackeray is a leading expert in the area of evaluation. This effective, flexible and practical online coaching offer is now available. If you are in HR, L&D or are a Trainer who is interested in evaluating programmes or functions, this is ideal for you.
Have a 1-2-1 two hour coaching session with Dr Russell Thackeray, accompanied by a free extensive set of evaluation videos and email support.
QED coaches aim to demystify coaching evaluation and provide coaching programme organisers with the practical help they need in planning their own evaluations. Coaching as a development tool is increasingly prominent. However, many coaching programmes are either evaluated superficially (if at all) or only at the reaction level of the coachees. There is also very little non‐partisan advice on coaching evaluation.
QED can help you to:
Adapt the traditional model of training evaluations you currently use
Provide innovative evaluation frameworks
Help to clarify why the evaluation is being conducted - Are you seeking to prove something, improve something, or learn something?
Be realistic about constraints.
Clarify your budget, resources available and any time constraints, and consider these in relation to your purpose.
Define success criteria before choosing measures.
Be selective in your evaluation measures - e.g. how to collect data to show whether success criteria have been achieved and how to look for benefits well after the coaching has ended.
Consider the perspectives of different audiences for the evaluation and how you will access a range of viewpoints.
Make sure in advance that your coaches are willing to use your evaluation tools when operating in your organisation.
Minimise resistance to the evaluation by letting participants and managers know before the coaching starts what evaluation measures will be used and how they will be expected to contribute.
Of everyone who has experienced our 121 evaluation coaching:
100% would recommend us to a friend or colleague
100% achieved the goals / results they were looking for
100% report that they continue to use the skills base regularly
100% reported higher levels of confidence