Real World Coaching Evaluation: Tools for coaching insight

The RAM thinking tool for coaching evaluation

Item

Description

Measures

Scoping

Relevance of coaching
context with business
relationships and
outline expectations
specified

Records of assignments,
statements of expectations,
costings etc for coaching inputs

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

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

Intangibles??

costs

The coaching context spidergram

Business
priorities
Degree of
sponsorship

Organisation
culture

Coaching
context
Coaching
purpose

Available
resources

Perception of
coaching

Context issue
Degree of sponsorship
Business priorities
Organisation culture
Coaching purpose
Learning and
development climate
Perception of coaching
Available resource

Level

Learning and
development
climate

Improvement

Actions

Make or buy matrix for coaching

What to do

Actions arising

High level coaching audit

Who are doing what/

external levels of staff/
departments/number of
hours/nature of previous
procurement? broad costs
and benefits if known

Develop register of coaching

assignments, hours allocated
and costs/benefits

Internal coaching skills

audit

Develop a questionnaire
on coaching skills and
levels using tools to help
assess internal coaching
capability

Develop a capability statement

of internal coaching

External coaching cost

exercise

Look at the nature of

current coaching
provision and scenario
plan for alternative
model of provision

Consider various resourcing

scenarios

Compare the two

Coaching Capability
review

Calculate % internal and

external, assignment by source.
Have line of sight of costs

All
All internally delivered

Capability development
ratios

Scope costs of internal

coverage with supervision

All line manager

delivered

Capability development
paths

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

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

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.

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
Awareness,
engagement and
responsibility for
change

RATING
Goal setting and
commitment
level

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

3
Powerful commitment
with goal attainment
key in behaviour

Reasonable
commitment with
goal attainment
figuring highly in
behaviour

RATING
Options/solutions
considered

Multiple rich options

explored

Many options
explored

Powerful resolve and

firm action

13/20

Good resolve and

some action

No resolve and no
action

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

Limited resolve and

intermittent action

RATING
SCORE

Few or no options
explored

RATING
Resolve and
Action

Limited options
explored