Instructions

These competency categories represent the skills involved in effective coaching. Each is explained briefly in the paragraph under each respective heading. Every statement in each category can serve as an aspirational goal for those wishing to improve their skills in specific areas.

Please complete this questionnaire as honestly as possible. It can help you improve your ability to coach more effectively.

View the System Requirements for this assessment.

Empathizing Ability
Empathizing Ability looks at the extent to which you create a positive climate for coaching communication and demonstrate an understanding of the other person’s viewpoint and feelings. It asks the question: "How well do you build a spirit of trust and sincerity so that people will feel that you identify with them and their feelings and issues?"
1. I make myself available and accessible so people can talk to me.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
2. I avoid making sarcastic or critical comments about individual performance.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
3. I am sensitive to people’s feelings.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
4. I believe in having an "open door" policy in order to encourage feedback.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
5. I put myself in the other person’s shoes.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
6. My actions match my words.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
7. I carefully watch what people say and do.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
8. If I commit to do something, I will follow through.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
9. I work hard to understand where people are coming from.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
10. People’s feelings and emotions communicate more than their words.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
11. I am good at noticing when people need help or support.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
12. I can be trusted to keep a secret.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Listening Skills
Listening Skills looks at your ability to hear as well as understand other people, and to quickly discover their full communication or overall message. It asks the question: "How attentively do you listen so as to understand other people and help them to successfully share what they are thinking and feeling?"
13. I give people all of my attention when they are talking to me.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
14. I create a positive climate so people are candid with me.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
15. I let people share their views and opinions before I offer my own.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
16. I create a warm and relaxed atmosphere so people can talk openly.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
17. I avoid jumping into a conversation to take control.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
18. I like to act as a good sounding board for people’s ideas or concerns.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
19. I listen in order to understand, rather than to reply.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
20. I watch a person’s body language as well as listen to the words.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
21. Every so often, I paraphrase what is said to me in conversations.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
22. I am focused and patient when people talk to me.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
23. I avoid interrupting or finishing other people’s sentences.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
24. I try to listen to the overall message or key theme being expressed.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Capacity to Confront and Challenge
Capacity to Confront and Challenge looks at the extent to which you help people face up to their personal issues and/or problems in order to deal with them successfully. It asks the question: "How successfully do you work with people to perform an honest appraisal of their shortfalls and encourage new thinking and strategies to overcome them?"
25. I encourage people to think "laterally" or unconventionally.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
26. I help people acknowledge that they lack knowledge or information that will help them.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
27. I guide people toward a deeper knowledge about their own feelings and emotions.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
28. I find opportunities for people to apply any new knowledge or skills.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
29. I challenge people to take on difficult or stretching tasks.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
30. I help people to identify the "root" causes of problems or issues they face.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
31. I point out performance shortfalls directly and without undue hesitation.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
32. I encourage people to solicit feedback about themselves from their peers.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
33. I work with people to set targets that are not easy to reach without hard work and effort.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
34. I help people to break down their problems into manageable parts.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
35. I encourage people to regard every personal criticism as an opportunity to improve.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
36. I encourage individuals to become intolerant of mediocrity in themselves or others.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Problem-Solving Ability
Problem-Solving Ability assesses your ability to find appropriate methods and means to analyze people’s problems or concerns and then explore avenues that might lead to solutions. It asks the question: "How well do you provide people with a contextual framework that helps them think about their problems and possible solutions?"
37. I point out new or different ways to tackle problems.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
38. I help people understand the facts before looking for solutions.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
39. I encourage people to challenge "conventional" wisdom.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
40. I continually demonstrate how to use a range of problem-solving methods and tools.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
41. I quickly help individuals separate facts from assumptions.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
42. I make sure we are comparing apples with apples.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
43. I get people to challenge paradigms and sacred cows.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
44. I help people to identify several possible answers or options, rather than just one.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
45. I try to help people discover the consequences of different courses of action.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
46. I encourage people to look for the context of the issue or problem they face.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
47. I encourage people to think deeply as often as possible when looking for solutions.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
48. I ask probing and incisive questions in order to help individuals identify the causes of a problem.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Feedback Skills
Feedback Skills looks at the extent to which you offer useful and constructive performance feedback that is accepted and acted upon. It asks the question: "How well do you make use of a range of guidance counseling, coaching, and instructional methods and activities to help people perform at their best?"
49. I provide concrete and specific examples in order to help people understand.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
50. I actively demonstrate how things can be done in alternative ways.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
51. I am known for my straight-talk approach.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
52. I openly show my support and appreciation when people do things differently.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
53. I recognize and celebrate individual and team successes when they occur.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
54. I offer people new insights into old problems or issues.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
55. I use analogies and metaphors to explain what I mean.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
56. I try to give people a context in which to think about situations.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
57. I follow up with people to see how well they are progressing.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
58. I help people focus and build on their successes.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
59. I encourage and guide people to seek feedback from a wide variety of different sources.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
60. I avoid giving destructive feedback or comments.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Capacity to Empower
Capacity to Empower looks at the extent to which you give people the freedom or the "space" to determine how they will achieve personal goals or challenges. It asks the question: "To what extent do you create a climate of trust in which people feel that they can take risks and make mistakes in order to learn to do things in a better or different way?"
61. I encourage people to look for new learning opportunities.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
62. I avoid specifying exactly how something should be tackled or done.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
63. I gently guide people without imposing my views.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
64. I look for specific projects that can provide new challenges for people.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
65. I do not feel threatened when I give my delegated authority to others.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
66. I support people who make minor mistakes when trying something different.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
67. I avoid criticizing or imposing punishment when people try their best.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
68. I avoid jumping in too quickly, even when people make mistakes.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
69. I encourage people to take as much responsibility as they think they can handle.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
70. I offer broad direction on a task and let people design their own approach.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
71. I ask people to make suggestions in order to generate ideas of their own.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
72. I reward individuals when they push or stretch their own personal boundaries or limitations.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
 
Mentoring Skills
Mentoring Skills looks at the extent to which you provide coaching and assistance to people who will benefit from long-term guidance, and whether or not you have the skills and experience to assist them. It asks the question: "How well do you identify people who would benefit from mentoring, and then select the right way or the right people to establish such a strong and mutually-beneficial relationship?"
73. I help people to discover their important values and beliefs.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
74. I encourage people to set targets for improvement and assist them in reaching them.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
75. I look for ways to match individuals to people who can help or support them.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
76. I find ways to guide people and share this in ways that they will understand.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
77. I discover ways to assist people in improving their performance.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
78. I make myself freely available for counseling or coaching when it is needed.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
79. I enjoy encouraging people to develop and grow.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
80. I take a long-term interest in the development or career of several individuals.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
81. People who know me would say that I am a good mentoring "matchmaker."
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
82. I openly share my organizational experience with anyone who values it.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
83. I help individuals build mentoring relationships and network with others who can help them.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   
84. I mentally take note of situations in which a mentoring approach might be beneficial.
Almost Never    Occasionally    Frequently    Very Frequently    Almost Always   

Price for this assessment $24.95


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