Questionnaire Items Measuring Coaching

Definition: Coaching is an essential leadership skill that enhances performance by fostering dialogue and active listening, asking open-ended questions, challenging assumptions, and tailoring approaches to individual needs. It involves reframing challenges as opportunities, broadening perspectives, providing constructive feedback, empowering employees, and emphasizing future potential. Effective coaching supports growth and development by creating a receptive environment, encouraging introspection and self-reflection, demonstrating empathy, investing time, and driving meaningful impact.

Coaching skills help improve performance of employees. A few of the main components of coaching skills include:

Dialog and Listening: Effective coaching fosters a culture of trust and rapport by valuing employees' individuality, actively listening to their thoughts, ideas, and challenges, while providing sufficient time and space for open dialogue to help them reach their full potential.
Open-Ended Questions: Effective coaching uses open-ended, thought-provoking questions to inspire innovations, clarify intentions, encourage deeper engagement, and guide employees to uncover their own insights, solutions, and underlying motivations.
Challenging Assumptions: Effective coaching uses clarifying and thought-provoking questions to help the participants understand and challenge assumptions, gently expand thinking, and gain new insights. This helps employees discover solutions and view situations from fresh perspectives.
Reframing Challenges: Reframing challenges into opportunities involves shifting perspectives to see setbacks as temporary and valuable learning experiences that foster personal and professional growth. Through positive reinforcement, open dialogue, and solution-focused conversations, employees are encouraged to view problems as chances to develop skills, innovate, and strengthen resilience.
Future Potentials: Coaching is forward-looking, guiding employees to focus on progress, envision future success, and explore opportunities for growth and development. It fosters a sense of possibility by encouraging reflection on capabilities, identifying solutions, and creating opportunities to move beyond setbacks toward achieving long-term goals.

Coaching skills enable managers to build trust and foster open communication, creating a supportive environment where employees feel encouraged to share ideas, tackle challenges, and explore solutions. By empowering employees through active listening, insightful questioning, constructive feedback, and tailored guidance, managers help unlock potential, drive growth, and enhance overall performance.

People Skills

Interpersonal Skills
Collaboration
Trustworthy
Responsible
Client Focus
Customer Focus
Empowering Others
Developing Others
Co-worker Development
Coaching
Partnering/Networking
Conflict Management
Negotiation
Teamwork
Recognition
Others

360-Degree Feedback Questionnaires Measuring Communication Skills:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)

360-Degree Feedback Questionnaire Items

The Coaching competency in a 360-Degree Feedback assessment includes items measuring .

Improving Performance

Coaches and mentors employees to achieve excellence.
Helps employees to maintain high personal standards.
Helps the employee to improve their performance.
Monitors the effectiveness of coaching.
Frequently looks for opportunities to coach employees.
Coaches employees to achieve high performance.
Coaches employees in how to strengthen knowledge and skills to improve work performance.
Assists employees in achieving higher engagement levels and commitment to the organization.
Uses coaching to help maximize employee output.
Helps employees achieve high performance.

Dialog and Listening

Asks employees to define or explain their goals, strategies, and motivations.
Effective at listening and allowing the employees to unlock their full potential.
Allocates sufficient time for coaching.
Creates a culture where employees feel comfortable discussing challenges without fear of judgment.
Listens to ideas and suggestions from others.
Listens to subordinates thoughts, ideas, and input.
Gives the employee time and space to respond to questions asked.
Values the employee's perspective and individuality, which builds trust and rapport.

Open-Ended Questions

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

Challenges Assumptions

Asks clarifying questions to get a better understanding of assumptions, positions, and goals.
Asks questions to help employees see the situation in a new light.
Asks questions that lead to discovery, insight or action.
Asks questions to better understand the employees knowledge and assumptions.
Asks questions that challenge assumptions.
Asks questions that gently prompt the employee to expand their thinking.

Impactful

Helps the employee improve interpersonal relationships with others.
Offers impactful and customized coaching.
Offers coaching that has a maximum impact on the employee.
Addresses employee behavior problems effectively.
Provides challenges that go beyond perceived limitations

Customized Approach

Creates plans for achieving results that are specific, measurable and have target dates.
Structures learning activities to ensure employees are able to develop the knowledge and skills needed to succeed.
Understands the individual differences in each employee including unique working style, stress threshold, and capacity for growth.
Aligns coaching sessions with the employee's specific goals and challenges.

Reframing Issues as Opportunities

Uses positive reinforcements to help employees see coaching as an opportunity rather than an obligation.
Helps employees see possibilities by reframing problems into opportunities to develop new solutions.
Helps employees shift their mindset to see setbacks as learning experiences and stepping stones to improvement.
Helps employees to view problems as a chance to develop new skills or strengthen teamwork.
Encourages the employee to see solving the issue as an opportunity to demonstrate their resourcefulness and resilience.
Redirects conversations from focusing on problems to exploring solutions.
Helps employees to view challenges as opportunities for personal and professional development.
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?"
Demonstrates that challenges are temporary and often lead to growth.

Expanding Viewpoints

Encourages the employee to consider other points of view.
Encourages the employee to use brainstorming sessions to generate creative ideas, emphasizing that there are always multiple paths forward.
Considers the ideas and suggestions from coaches.
Encourages the employee to see things from different perspectives.
Prompts the employee to consider alternative solutions, options, and ideas.

Gives Feedback

Helps employees accept negative feedback without becoming defensive
Conducts regular formal and informal performance appraisals and feedback.
Provides guidance and feedback to help accomplish a task or solve a problem.
Offers constructive feedback to improve performance.
Gives feedback based on specifics and facts.
Conducts regular performance appraisals and feedback.
Gives factual, specific and non-judgmental feedback.
Gives constructive feedback without becoming confrontational.

Empowering Employees

Encourages employees to achieve their full potential.
Helps others to identify key goals and use their talents to achieve success.
Offers guidance and perspective without being prescriptive.
Helps employees to find and correct their own errors
Helps employees to recognize their strengths.
Empowers employees to take ownership of their growth and decisions.
Helps individuals explore their strengths, aspirations, and areas for growth.
Makes suggestions or provides ideas that might be considered rather than making commands or directives that must be performed.

Future Potential

Fosters a sense of progress and possibility.
Creates opportunities for employees
Explores potential solutions with the employee.
Encourages employees to envision long-term possibilities and future success.
Guides the employee to focus on the future rather than dwelling on what went wrong.
Creates opportunities for others
Challenges the employee to grow and reflect on their capabilities and opportunities.
Always focuses on helping the employee move forward.

Focus on Development

Shows employees their development needs
Develops the skills and capabilities of others.
Develops subordinates.
Provides assignments and experiences to develop employees.
Provides clear, motivating, and constructive feedback.
Shows employees where they need to develop
Provides new ideas and suggestions to stimulate development and growth.
Focuses on enhancing employee performance.

Supportive

Takes time to learn the work interests and career goals of employees.
Creates a supportive environment where employees feel confident exploring new ideas and tackling challenges.
Celebrates small achievements to build motivation and confidence.
Fosters a safe and supportive environment that encourages honesty and engagement.
Shows employees their areas of strengths.
Creates an environment of trust by investing time with the employee and in building rapport before engaging in deeper coaching discussions.
Starts coaching sessions with a review of the employee's successes to set a positive tone.
Provides support for employees who may be undergoing significant changes as a result of the coaching.

Increases Awareness

Helps employees to understand responsibilities, authority, and expectations.
Knows the capabilities and motivations of the individuals in the work group.
Helps the employee to understand factors impacting the organization
Helps the employee to understand factors impacting the job.
Helps employees to understand the responsibilities and expectations of their job.
Helps others to understand the responsibilities and expectations of working for _____.
Helps the employee to understand the present situation in detail

Introspection and Self-Reflection

Assists the employee in seeking improved self-awareness and self-reflection.
Encourages the employee to reflect on their knowledge and experiences.
Encourages employees to reflect on their experiences, behaviors, and decisions.
Poses open-ended questions that promote exploration, self-reflection, and problem-solving.

Empathetic

Understands and respects the employee's unique perspective and challenges.
Has genuine empathy for the employee.
Is attentive to the needs of employees
Is empathetic to the current workload and situation that the employee may be experiencing.
Inquires about employee's accomplishments.
Is attentive to the needs of others
Understands the issues that the employee may be experiencing at work.
Investigates the issues or hurdles that the employee may be encountering.

Invests Time

Continually looks for coaching opportunities.
Meets regularly with employees to coach them on areas that will enhance their performance.
Ensures that employees have the time to participate in coaching.
Offers coaching at the appropriate times.
Enables the proper workload balance for the employee to be able to effectively participate in coaching.
Allocates specific time slots for coaching that are free from interruptions or urgent tasks.
Coaches employees on a daily basis.
Offers coaching when it is needed.
Sets aside time for formal coaching discussions.

Receptive Environment

Is open and receptive to coaching.
Fosters an environment where coaching is considered an integral part of the corporate culture.
Fosters an environment where coaching is considered an integral part of supervising employees.
Participates in training offered for individuals interested in learning about coaching.

Employee Opinion Survey Items

Effective communication skills empower employees to collaborate efficiently, make well-informed decisions, and significantly contribute to the company's profitability.

Improving Performance

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

Dialog and Listening

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

Open-Ended Questions

I know how to ask open-ended question to create inspiration and innovation.
The project manager asks probing, open-ended, or thought-provoking questions to elicit further information and discussion.
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.
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.
The project leader asks questions to clarify the employee intentions or motives.

Challenges Assumptions

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

Impactful

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

Customized Approach

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.
My supervisor understands the individual differences in each employee including unique working style, stress threshold, and capacity for growth.
My division structures learning activities to ensure employees are able to develop the knowledge and skills needed to succeed.

Reframing Issues as Opportunities

I can help employees to view problems as a chance to develop new skills or strengthen teamwork.
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 team helps employees see possibilities by reframing problems into opportunities to develop new solutions.
The supervisor helps employees shift their mindset to see setbacks as learning experiences and stepping stones to improvement.
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?"
My supervisor redirects conversations from focusing on problems to exploring solutions.
The supervisor demonstrates that challenges are temporary and often lead to growth.
I know how to use positive reinforcements to help employees see coaching as an opportunity rather than an obligation.

Expanding Viewpoints

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

Gives Feedback

My manager conducts regular performance appraisals and feedback.
My team leader gives factual, specific and non-judgmental feedback.
I know how to offer constructive feedback to improve performance.
The team leader gives feedback based on specifics and facts.
Our manager gives constructive feedback without becoming confrontational.
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.

Empowering Employees

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

Future Potential

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

Focus on Development

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

Supportive

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

Increases Awareness

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

Introspection and Self-Reflection

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.
Managers encourage employees to reflect on their experiences, behaviors, and decisions.
My manager encourages the employee to reflect on their knowledge and experiences.

Empathetic

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

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

Receptive Environment

My supervisor is open and receptive to coaching.
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 manager fosters an environment where coaching is considered an integral part of supervising employees.

Self-Assessment Items

Improving Performance

I monitor the effectiveness of coaching.
You coach employees in how to strengthen knowledge and skills to improve work performance.
I use coaching to help maximize employee output.
You assist employees in achieving higher engagement levels and commitment to the organization.
You help the employee to improve their performance.
You help employees achieve high performance.
You coach employees to achieve high performance.
You frequently look for opportunities to coach employees.
You coach and mentor employees to achieve excellence.
You help employees to maintain high personal standards.

Dialog and Listening

You are effective at listening and allowing the employees to unlock their full potential.
I create a culture where employees feel comfortable discussing challenges without fear of judgment.
I allocate sufficient time for coaching.
I give the employee time and space to respond to questions asked.
I value the employee's perspective and individuality, which builds trust and rapport.
You listen to subordinates thoughts, ideas, and input.
You listen to ideas and suggestions from others.
You ask employees to define or explain your goals, strategies, and motivations.

Open-Ended Questions

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

Challenges Assumptions

I ask clarifying questions to get a better understanding of assumptions, positions, and goals.
You ask questions that lead to discovery, insight or action.
You ask questions that gently prompt the employee to expand their thinking.
You ask questions to help employees see the situation in a new light.
You ask questions to better understand the employees knowledge and assumptions.
You ask questions that challenge assumptions.

Impactful

You address employee behavior problems effectively.
You help the employee improve interpersonal relationships with others.
I offer coaching that has a maximum impact on the employee.
You provide challenges that go beyond perceived limitations
You offer impactful and customized coaching.

Customized Approach

I align coaching sessions with the employee's specific goals and challenges.
You understand the individual differences in each employee including unique working style, stress threshold, and capacity for growth.
You create plans for achieving results that are specific, measurable and have target dates.
You structure learning activities to ensure employees are able to develop the knowledge and skills need to succeed.

Reframing Issues as Opportunities

You encourage employees to shift their perspective by asking questions like, "what opportunities can arise from solving this issue?" or "what can you learn from tackle this challenge?"
I help employees see possibilities by reframing problems into opportunities to develop new solutions.
I redirect conversations from focusing on problems to exploring solutions.
I encourage the employee to see solving the issue as an opportunity to demonstrate their resourcefulness and resilience.
I help employees to view problems as a chance to develop new skills or strengthen teamwork.
I help employees shift their mindset to see setbacks as learning experience and stepping stones to improvement.
I help employees to view challenges as opportunities for personal and professional development.
I demonstrate that challenges are temporary and often lead to growth.
You use positive reinforcements to help employees see coaching as an opportunity rather than an obligation.

Expanding Viewpoints

You prompt the employee to consider alternative solutions, options, and ideas.
You encourage the employee to see things from different perspectives.
You encourage the employee to use brainstorming sessions to generate creative ideas, emphasizing that there are always multiple paths forward.
You consider the ideas and suggestions from coaches.
You encourage the employee to consider other points of view.

Gives Feedback

You conduct regular formal and informal performance appraisals and feedback.
You offer constructive feedback to improve performance.
You help employees accept negative feedback without becoming defensive
You give factual, specific and non-judgmental feedback.
You conduct regular performance appraisals and feedback.
You give feedback based on specifics and facts.
You give constructive feedback without becoming confrontational.
You provide guidance and feedback to help accomplish a task or solve a problem.

Empowering Employees

You help employees to recognize their strengths.
I empower employees to take ownership of their growth and decisions.
You help others to identify key goals and use your talents to achieve success.
I offer guidance and perspective without being prescriptive.
You help individuals explore their strengths, aspirations, and areas for growth.
I make suggestions or provide ideas that might be consider rather than making commands or directives that must be performed.
You help employees to find and correct your own errors
You encourage employees to achieve your full potential.

Future Potential

You create opportunities for employees
I always focus on helping the employee move forward.
You challenge the employee to grow and reflect on their capabilities and opportunities.
I foster a sense of progress and possibility.
You create opportunities for others
I encourage employees to envision long-term possibilities and future success.
I guide the employee to focus on the future rather than dwelling on what went wrong.
You explore potential solutions with the employee.

Focus on Development

You provide assignments and experiences to develop employees.
You show employees your development needs
You show employees where they need to develop
You develop the skills and capabilities of others.
You focus on enhancing employee performance.
You provide new ideas and suggestions to stimulate development and growth.
You provide clear, motivating, and constructive feedback.
You develop subordinates.

Supportive

You take time to learn the work interests and career goals of employees.
You create an environment of trust by investing time with the employee and in building rapport before engaging in deeper coaching discussions.
I create a supportive environment where employees feel confident exploring new ideas and tackle challenges.
You show employees your areas of strengths.
You celebrate small achievements to build motivation and confidence.
You foster a safe and supportive environment that encourages honesty and engagement.
I provide support for employees who may be undergoing significant changes as a result of the coaching.
You start coaching sessions with a review of the employee's successes to set a positive tone.

Increases Awareness

You know the capabilities and motivations of the individuals in the work group.
You help the employee to understand factors impacting the job.
You help employees to understand responsibilities, authority, and expectations.
You help the employee to understand factors impacting the organization
You help employees to understand the responsibilities and expectations of your job.
You help the employee to understand the present situation in detail
You help others to understand the responsibilities and expectations of working for _____.

Introspection and Self-Reflection

You assist the employee in seeking improved self-awareness and self-reflection.
You pose open-ended questions that promote exploration, self-reflection, and problem-solving.
I encourage employees to reflect on their experiences, behaviors, and decisions.
You encourage the employee to reflect on their knowledge and experiences.

Empathetic

I inquire about employee's accomplishments.
You are attentive to the needs of others
I have genuine empathy for the employee.
You are attentive to the needs of employees
You understand the issues that the employee may be experiencing at work.
You are empathetic to the current workload and situation that the employee may be experiencing.
You investigate the issues or hurdles that the employee may be encountering.
You understand and respect the employee's unique perspectives and challenges.

Invests Time

I enable the proper workload balance for the employee to be able to effectively participate in coaching.
I continually look for coaching opportunities.
I coach employees on a daily basis.
I offer coaching when it is needed.
You offer coaching at the appropriate times.
You meet regularly with employees to coach them on areas that will enhance your performance.
I set aside time for formal coaching discussions.
You ensure that employees have the time to participate in coaching.
You allocate specific time slots for coaching that are free from interruptions or urgent tasks.

Receptive Environment

You participate in training offered for individuals interested in learning about coaching.
You foster an environment where coaching is considered an integral part of the corporate culture.
I am open and receptive to coaching.
You foster an environment where coaching is considered an integral part of supervise employees.

Job Interview Questions

Improving Performance

Give an example of how you coached and mentored employees to achieve excellence.
How do you monitor the effectiveness of coaching?
How would you assist employees in achieving higher engagement levels and commitment to the organization?
How do you help the employee to improve their performance?
Describe how you would coach employees to achieve high performance.
How would you look for opportunities to coach employees?
Give an example of how you would help employees to maintain high personal standards.
Share an example from your previous position, in which you used coaching to help maximize employee output.
Give an example of how you helped employees achieve high performance.
Do you coach employees in how to strengthen knowledge and skills to improve work performance?

Dialog and Listening

Do you value the employee's perspective and individuality?
Give an example of how you would ask employees to define or explain their goals, strategies, and motivations.
How can you create a culture where employees feel comfortable discussing challenges without fear of judgment?
How would you listen to ideas and suggestions from others?
Do you listen to subordinates thoughts, ideas, and input?
How do you give the employee time and space to respond to questions asked?
How can you allocate sufficient time for coaching?

Open-Ended Questions

Do you ask questions to clarify the employee intentions or motives?
How do you foster exploration using open-ended questions to shift the focus from merely addressing immediate issues to uncovering underlying challenges, opportunities, and motivations?
How would you ask open-ended questions to guide employees to uncover your own answers and insights rather than provide them with direct solutions?
Describe how you would ask questions to encourage deeper engagement and active participation, helping the employee uncover insights and solutions on their own.
Have you asked probing, open-ended, or thought-provoking questions to elicit further information and discussion?
Share an example from your previous position, in which you asked open-ended questions to create inspiration and innovation.

Challenges Assumptions

How do you ask questions that lead to discovery, insight or action?
Give an example of how you would ask questions to help employees see the situation in a new light.
How would you ask clarifying questions to get a better understanding of assumptions, positions, and goals?
Do you ask questions that gently prompt the employee to expand their thinking?
How would you ask questions to better understand the employees knowledge and assumptions?
Did you ask questions that challenged assumptions?

Impactful

Give an example of how you offered impactful and customized coaching.
Explain how you would provide challenges that go beyond perceived limitations
How would you help the employee improve interpersonal relationships with others?
How do you address employee behavior problems effectively?
How can you offer coaching that has a maximum impact on the employee?

Customized Approach

How would you align coaching sessions with the employee's specific goals and challenges?
How do you understand the individual differences in each employee including unique working style, stress threshold, and capacity for growth?
In your previous position, did you create plans for achieving results that were specific, measurable and have target dates?
How did you structure learning activities to ensure employees were able to develop the knowledge and skills need to succeed?

Reframing Issues as Opportunities

How can you help employees to view challenges as opportunities for personal and professional development?
In your previous position, have you encouraged the employee to see solving the issue as an opportunity to demonstrate their resourcefulness and resilience?
How would you reframing problems into opportunities to help employees see possibilities in developing new solutions?
Did you redirect conversations from focusing on problems to explore solutions?
Can you use positive reinforcements to help employees see coaching as an opportunity rather than an obligation?
What questions could you ask an employee that you are coaching to encourage them to shift their perspective? Some examples are asking questions like, "What opportunities can arise from solving this issue?" or "What can you learn from tackle this challenge? What other questions would you consider asking?
Give an example of how you would help employees shift their mindset to see setbacks as learning experience and stepping stones to improvement.
How would you help employees to view problems as a chance to develop new skills or strengthen teamwork?
How would you demonstrate to the people you are coaching that challenges are temporary and often lead to growth?

Expanding Viewpoints

Have you considered the ideas and suggestions from coaches?
Give an example of how you would prompt the employee to consider alternative solutions, options, and ideas.
Give an example of how you encouraged the employee to see things from different perspectives.
How did you encourage the employee to use brainstorming sessions to generate creative ideas?
How would you encourage the employee to consider other points of view?

Gives Feedback

Do you give factual, specific and non-judgmental feedback?
Describe how you would help employees accept negative feedback without becoming defensive.
Explain how you would offer constructive feedback to improve performance.
How do you give constructive feedback without becoming confrontational?
Give an example of how you would provide guidance and feedback to help accomplish a task or solve a problem.
Did you conduct regular formal and informal performance appraisals and feedback?
Do you give feedback based on specifics and facts?
Have you conducted regular performance appraisals and feedback?

Empowering Employees

Share an example from your previous position, in which you helped others to identify key goals and use their talents to achieve success.
How did you help employees to find and correct their own errors?
Did you offer guidance and perspective without being prescriptive?
Did you empower employees to take ownership of their growth and decisions?
How can you encourage employees to achieve their full potential?
Do you help individuals explore their strengths, aspirations, and areas for growth?
When coaching employees, did you make suggestions or provide ideas that might be considered rather than making commands or directives that had to be performed? Give some examples.
Describe how you would help employees to recognize their strengths.

Future Potential

Would you encourage employees to envision long-term possibilities and future success? Elaborate.
Give an example of how you would create opportunities for employees.
Describe how you would create opportunities for others.
In your previous position, did you guide the employee to focus on the future rather than dwelling on what went wrong?
How would you challenge the employee to grow and reflect on their capabilities and opportunities?
How would you foster a sense of progress and possibility?
How would you focus on helping the employee move forward?
Explain how you would explore potential solutions with the employee.

Focus on Development

Have you provided new ideas and suggestions to stimulate development and growth?
How can you develop the skills and capabilities of others?
Share an example from your previous position, in which you provided clear, motivating, and constructive feedback.
Explain how you would show employees where they need to develop.
In your previous position, did you focus on enhancing employee performance?
How would you show employees their development needs?
Describe how you would provide assignments and experiences to develop employees.
How would you develop subordinates?

Supportive

In your previous position, did you take time to learn the work interests and career goals of employees?
How do you provide support for employees who may be undergoing significant changes as a result of the coaching?
How can you create a supportive environment where employees feel confident exploring new ideas and tackle challenges?
Give an example of how you created an environment of trust by investing time with the employee and in building rapport before engaging in deeper coaching discussions.
Describe how you would foster a safe and supportive environment that encourages honesty and engagement.
How would you show employees their areas of strengths?
In your previous position, did you start coaching sessions with a review of the employee's successes to set a positive tone?
Give an example of how you celebrated small achievements to build motivation and confidence.

Increases Awareness

Share an example from your previous position, in which you helped the employee to understand the present situation in detail.
How would you help employees to understand the responsibilities and expectations of their job?
How do you know the capabilities and motivations of the individuals in the work group?
In your previous position, have you helped the employee to understand factors impacting the organization?
How can you help the employee to understand factors impacting the job?
How would you help others to understand the responsibilities and expectations of working for _____?
Give an example of how you would help employees to understand responsibilities, authority, and expectations.

Introspection and Self-Reflection

Do you pose open-ended questions that promote exploration, self-reflection, and problem-solving?
How would you encourage employees to reflect on their experiences, behaviors, and decisions?
Did you assist the employee in seeking improved self-awareness and self-reflection?
Explain how you would encourage the employee to reflect on their knowledge and experiences.

Empathetic

Explain how you would be empathetic to the current workload and situation that an employee may be experiencing.
Do you understand the issues that the employee may be experiencing at work?
Have you understood and respect the employee's unique perspectives and challenges?
Describe how you would are attentive to the needs of employees
How did you investigate the issues or hurdles that the employee may have been encountering?
Did you attend to the needs of others?
Share an example from your previous position, in which you had genuine empathy for the employee.
Did you inquire about employee's accomplishments?

Invests Time

Do you enable the proper workload balance for the employee to be able to effectively participate in coaching?
Explain how you would offer coaching at the appropriate times.
Do you allocate specific time slots for coaching that are free from interruptions or urgent tasks?
How would you look for coaching opportunities?
How would you set aside time for formal coaching discussions?
Give an example of how you offered coaching when it was needed.
Did you coach employees on a daily basis?
Did you meet regularly with employees to coach them on areas that will enhance their performance?
Have you ensured that employees had the time to participate in coaching?

Receptive Environment

In your previous position, did you foster an environment where coaching was considered an integral part of supervising employees?
Give an example of how you would foster an environment where coaching is considered an integral part of the corporate culture.
Are you open and receptive to coaching?
Do you participate in training offered for individuals interested in learning about coaching?