HR-Survey > Employee Opinion > Dimensions

Survey Questions: Coaching

Definition: Coaching is a developmental process that focuses on improving performance and fostering growth by encouraging dialog, active listening, and introspection in a supportive and receptive environment. It leverages open-ended questions and challenges assumptions to expand viewpoints, empower employees, and reframe issues as opportunities for learning and teamwork. With a customized approach, coaching aims to enhance awareness, interpersonal relationships, and future potential while providing constructive feedback and empathetic guidance to help individuals achieve their goals and maximize their contributions.

Person Skills

Change
Resourcefulness
Initiative
Career Development
Coaching
Training
Commitment
Engagement
Pride/Loyalty
Professionalism
Respect for Others
Teamwork
Work/Life
Stress

Improving Performance

Improving Performance focuses on helping employees reach higher levels of productivity, engagement, and excellence through targeted coaching and mentorship. This dimension highlights assisting employees in maintaining high standards, strengthening skills to enhance work output, monitoring coaching effectiveness, and leveraging mentorship to maximize performance. It prioritizes optimization and achievement, ensuring employees perform at their best within their current roles.

The project manager coaches and mentors employees to achieve excellence.
The supervisor coaches employees to achieve high performance.
Leaders help employees achieve high performance.
Supervisors coach employees in how to strengthen knowledge and skills to improve work performance.
The team leader helps the employee to improve their performance.
I know how to use coaching to help maximize employee output.
Senior executives look for opportunities to coach employees.
My manager assists employees in achieving higher engagement levels and commitment to the organization.
My manager helps employees to maintain high personal standards.
My division monitors the effectiveness of coaching.

Dialog and Listening

Dialog and Listening focuses on creating an open, judgment-free environment where employees feel comfortable expressing their thoughts and challenges while being heard and understood. This dimension highlights active listening, giving employees space to articulate their ideas, encouraging discussion about personal and professional goals, and fostering trust and rapport. It prioritizes relationship-building and psychological safety, ensuring that coaching interactions are supportive and constructive.

Managers ask employees to define or explain their goals, strategies, and motivations.
I know how to give the employee time and space to respond to questions asked.
I can create a culture where employees feel comfortable discussing challenges without fear of judgment.
My manager allocates sufficient time for coaching.
Leaders are effective at listening and allowing the employees to unlock their full potential.
My supervisor listens to ideas and suggestions from others.
My team leader values the employee's perspective and individuality, which builds trust and rapport.
Senior executives listen to subordinates thoughts, ideas, and input.

Open-Ended Questions

Open-Ended Questions emphasizes using thoughtful, probing questions to inspire deeper thinking, uncover motivations, and encourage employees to discover solutions on their own. This dimension centers on guiding exploration, fostering innovation, clarifying intentions, and helping employees engage actively in problem-solving. It prioritizes critical thinking and empowerment, ensuring that employees develop self-awareness and problem-solving skills through well-structured inquiry.

I know how to ask open-ended question to create inspiration and innovation.
I know how to foster exploration using open-ended questions to shift the focus from merely addressing immediate issues to uncovering underlying challenges, opportunities, and motivations.
My manager asks open-ended questions to guide employees to uncover their own answers and insights rather than providing them with direct solutions.
My manager asks questions to encourage deeper engagement and active participation, helping the employee uncover insights and solutions on their own.
The project manager asks probing, open-ended, or thought-provoking questions to elicit further information and discussion.
The project leader asks questions to clarify the employee intentions or motives.

Challenges Assumptions

Challenges Assumptions focuses on questioning existing beliefs, prompting employees to expand their thinking, and encouraging deeper analysis of their viewpoints. This dimension highlights using thought-provoking questions to lead individuals to discovery, insight, and action, while fostering critical thinking and new perspectives. It prioritizes mental flexibility and deeper reflection, ensuring employees question and refine their understanding to unlock better solutions.

My manager asks questions to better understand the employees knowledge and assumptions.
My supervisor asks questions that gently prompt the employee to expand their thinking.
Our manager asks questions that lead to discovery, insight or action.
My team leader asks questions that challenge assumptions.
Team members ask questions to help others see the situation in a new light.
The supervisor asks clarifying questions to get a better understanding of assumptions, positions, and goals.

Impactful

Impactful focuses on delivering coaching that creates meaningful, lasting change in employees' performance, behavior, and interpersonal relationships. This dimension highlights addressing behavioral challenges, providing customized coaching, helping employees push beyond self-perceived limitations, and ensuring coaching has a strong, tangible effect. It prioritizes depth and effectiveness, ensuring that coaching leads to real transformation in employees' abilities and workplace interactions.

I am able to help the employee improve interpersonal relationships with others.
My manager addresses employee behavior problems effectively.
The supervisor offers coaching that has a maximum impact on the employee.
My manager offers impactful and customized coaching.
Our department provides challenges that go beyond employee perceived limitations.

Customized Approach

Customized Approach focuses on tailoring coaching sessions and learning activities to match individual needs, working styles, and professional goals. This dimension highlights structuring development plans that align with employees' capacities, setting specific and measurable goals, and adjusting coaching strategies to optimize engagement. It prioritizes personalization and adaptability, ensuring coaching resonates with each individual and facilitates meaningful progress.

My division structures learning activities to ensure employees are able to develop the knowledge and skills needed to succeed.
My supervisor understands the individual differences in each employee including unique working style, stress threshold, and capacity for growth.
The company aligns coaching sessions with the employee's specific goals and challenges.
My manager creates plans for achieving results that are specific, measurable and have target dates.

Reframing Issues as Opportunities

Reframing Issues as Opportunities emphasizes shifting employees' perspectives to see challenges as growth opportunities, learning experiences, and pathways for development. This dimension centers on redirecting focus from obstacles to solutions, using positive reinforcement, encouraging resilience, and highlighting setbacks as steppingstones to improvement. It prioritizes optimism and motivation, ensuring individuals approach problems with a constructive, forward-thinking mindset.

The supervisor demonstrates that challenges are temporary and often lead to growth.
My team helps employees see possibilities by reframing problems into opportunities to develop new solutions.
I know how to use positive reinforcements to help employees see coaching as an opportunity rather than an obligation.
I can help employees to view problems as a chance to develop new skills or strengthen teamwork.
The supervisor helps employees shift their mindset to see setbacks as learning experiences and stepping stones to improvement.
The project manager helps employees to view challenges as opportunities for personal and professional development.
My manager encourages the employee to see solving the issue as an opportunity to demonstrate their resourcefulness and resilience.
My supervisor redirects conversations from focusing on problems to exploring solutions.
The team leader encourages employees to shift their perspective by asking questions like, "What opportunities could arise from solving this issue?" or "What could you learn from tackling this challenge?"

Expanding Viewpoints

Expanding Viewpoints emphasizes broadening employeesâ perspectives, encouraging creative thinking, and helping individuals explore alternative solutions and viewpoints. This dimension centers on brainstorming sessions, considering multiple paths forward, prompting employees to evaluate other options, and fostering adaptability in problem-solving. It prioritizes open-mindedness and exploration, ensuring employees become more receptive to innovative approaches and diverse perspectives.

Employees in my department consider the ideas and suggestions from coaches.
The project manager encourages the employee to see things from different perspectives.
The supervisor encourages the employee to consider other points of view.
Our manager prompts the employee to consider alternative solutions, options, and ideas.
My manager encourages the employee to use brainstorming sessions to generate creative ideas, emphasizing that there are always multiple paths forward.

Gives Feedback

Gives Feedback emphasizes providing clear, constructive, and actionable insights that help employees improve performance and refine their skills. This dimension centers on delivering factual, non-judgmental feedback, ensuring employees understand areas for improvement, guiding them toward solutions, and fostering an environment where feedback is seen as a tool for growth. It prioritizes clarity and continuous improvement, ensuring employees receive valuable input that enhances their effectiveness.

My manager conducts regular formal and informal performance appraisals and feedback.
I know how to provide guidance and feedback to help accomplish a task or solve a problem.
My manager helps employees accept negative feedback without becoming defensive.
My team leader gives factual, specific and non-judgmental feedback.
My manager conducts regular performance appraisals and feedback.
I know how to offer constructive feedback to improve performance.
Our manager gives constructive feedback without becoming confrontational.
The team leader gives feedback based on specifics and facts.

Empowering Employees

Empowering Employees focuses on helping employees take ownership of their decisions, recognize their strengths, and become more self-sufficient in their professional development. This dimension highlights encouraging employees to take initiative, providing guidance without micromanaging, and helping individuals refine their own skills and problem-solving abilities. It prioritizes autonomy and self-growth, ensuring employees feel capable and confident in making decisions independently.

Our department helps individuals explore their strengths, aspirations, and areas for growth.
My supervisor helps employees to recognize their strengths.
The project manager makes suggestions or provides ideas that might be considered rather than making commands or directives that must be performed.
My manager empowers employees to take ownership of their growth and decisions.
Leaders help others to identify key goals and use their talents to achieve success.
My manager encourages employees to achieve their full potential.
The supervisor helps employees to find and correct their own errors
My supervisor offers guidance and perspective without being prescriptive.

Future Potential

Future Potential focuses on helping employees envision long-term success, explore opportunities for personal growth, and develop their capabilities beyond immediate challenges. This dimension highlights guiding individuals to focus on progress, encouraging forward-thinking, creating opportunities for development, and inspiring employees to realize their full potential. It prioritizes vision and motivation, ensuring employees embrace a mindset of continuous improvement and future possibilities.

Leaders encourage employees to envision long-term possibilities and future success.
My manager focuses on helping the employee move forward.
The team leader explores potential solutions with the employee.
The team leader fosters a sense of progress and possibility.
The company creates opportunities for employees
My manager guides the employee to focus on the future rather than dwelling on what went wrong.
My team creates opportunities for others
My supervisor challenges the employee to grow and reflect on their capabilities and opportunities.

Focus on Development

Focus on Development emphasizes identifying opportunities for growth, providing experiences that build skills, and fostering long-term career advancement. This dimension centers on guiding employees toward their development needs, offering feedback to stimulate improvement, creating learning opportunities, and supporting employees in acquiring new capabilities. It prioritizes growth and future potential, ensuring individuals continuously evolve in their skills and career trajectory.

My team leader shows employees their development needs
My manager provides assignments and experiences to develop employees.
The department head provides clear, motivating, and constructive feedback.
Managers develop subordinates.
My team leader develops the skills and capabilities of others.
Senior executives provide new ideas and suggestions to stimulate development and growth.
My supervisor focuses on enhancing employee performance.
My manager shows employees where they need to develop.

Supportive

Supportive emphasizes creating an environment of trust, encouragement, and psychological safety, where employees feel comfortable exploring challenges and receiving guidance. This dimension centers on building rapport, celebrating achievements, offering reassurance during transitions, and fostering honest communication. It prioritizes motivation and emotional support, ensuring employees feel valued and secure in their development journey.

My manager provides support for employees who may be undergoing significant changes as a result of the coaching.
My manager creates a supportive environment where employees feel confident exploring new ideas and tackling challenges.
The team leader takes time to learn the work interests and career goals of employees.
Leaders show employees their areas of strengths.
The project lead celebrates small achievements to build motivation and confidence.
My manager creates an environment of trust by investing time with the employee and in building rapport before engaging in deeper coaching discussions.
The project manager fosters a safe and supportive environment that encourages honesty and engagement.
Managers start coaching sessions with a review of the employee's successes to set a positive tone.

Increases Awareness

Increases Awareness focuses on helping employees understand external factors that impact their roles, responsibilities, and overall organizational dynamics. This dimension highlights clarifying job expectations, providing insight into the workplace environment, understanding organizational structures, and ensuring employees are informed about factors influencing their success. It prioritizes situational awareness and external understanding, ensuring individuals grasp their responsibilities and how their work fits into broader organizational goals.

My manager helps the employee to understand the present situation in detail.
The department head helps others to understand the responsibilities and expectations of working for _____.
My division helps employees to understand responsibilities, authority, and expectations.
My supervisor helps employees to understand the responsibilities and expectations of their job.
My team leader knows the capabilities and motivations of the individuals in the work group.
I am able to help the employee to understand factors impacting the organization.
My supervisor helps the employee to understand factors impacting the job.

Introspection and Self-Reflection

Introspection and Self-Reflection emphasizes encouraging employees to look inward, analyze their behaviors and decisions, and develop greater self-awareness. This dimension centers on personal growth, fostering deeper reflection on experiences, guiding employees in improving their mindset, and helping them explore their motivations and thought processes. It prioritizes self-exploration and internal development, ensuring individuals gain a deeper understanding of themselves to enhance their performance and personal growth.

Managers encourage employees to reflect on their experiences, behaviors, and decisions.
My manager encourages the employee to reflect on their knowledge and experiences.
My supervisor assists the employee in seeking improved self-awareness and self-reflection.
The project manager poses open-ended questions that promote exploration, self-reflection, and problem-solving.

Empathetic

Empathetic focuses on understanding employees' emotions, challenges, and perspectives to create a supportive and compassionate coaching experience. This dimension highlights attentiveness to employees' needs, investigating difficulties they face, recognizing workload pressures, and demonstrating genuine concern for their well-being. It prioritizes emotional intelligence and personal connection, ensuring that employees feel heard, valued, and supported.

My manager inquires about employee's accomplishments.
The team leader has genuine empathy for the employee.
The project leader is attentive to the need of others
My supervisor is attentive to the need of employees
Supervisors understand and respect the employee's unique perspective and challenges.
Our manager is empathetic to the current workload and situation that the employee may be experiencing.
I am able to understand the issues that the employee may be experiencing at work.
My manager investigates the issues or hurdles that the employee may be encountering.

Invests Time

Invests Time emphasizes dedicating intentional time and effort to coaching interactions, providing structured opportunities for development, and ensuring employees receive ongoing support. This dimension centers on setting aside time for coaching discussions, maintaining regular check-ins, balancing workloads to accommodate coaching, and ensuring employees have access to mentorship. It prioritizes commitment and availability, ensuring coaching is not just aspirational but actively integrated into daily work routines.

Managers enable the proper workload balance for the employee to be able to effectively participate in coaching.
Supervisors coach employees on a daily basis.
The team leader sets aside time for formal coaching discussions.
My division ensures that employees have the time to participate in coaching.
The supervisor looks for coaching opportunities.
Managers meet regularly with employees to coach them on areas that will enhance their performance.
My manager allocates specific time slots for coaching that are free from interruptions or urgent tasks.
Our department offers coaching when it is needed.
I am able to offer coaching at the appropriate times.

Receptive Environment

Receptive Environment emphasizes creating a structured, open space where coaching is embraced as a vital part of professional development. This dimension centers on integrating coaching into leadership practices, fostering a culture where coaching is encouraged, maintaining openness to feedback, and ensuring coaching is embedded in the organization. It prioritizes systematic and cultural reinforcement, ensuring that coaching is not just a one-time interaction but an ongoing practice.

My department participates in training offered for individuals interested in learning about coaching.
The project manager fosters an environment where coaching is considered an integral part of the corporate culture.
My supervisor is open and receptive to coaching.
My manager fosters an environment where coaching is considered an integral part of supervising employees.