While it is a good idea for coaches to periodically discuss how well the process may be working for those that they are coaching, it is also a good idea for HR/Learning and Development to get feedback on the coaching program on an annual basis. Occasional informal feedback from the person being coached to the coach directly may help the coach improve the person’s coaching experience and outcomes reached.
A formal annual survey helps the department responsible for managing and monitoring the coaching program to understand a few things:
General questions that coaching participants may still have about the process or program objectives.
How to improve the training of coaches to improve developmental outcomes.
How well the relationships are working between coaches and those being coached. Perhaps an intervention may be needed in cases where a high level of dissatisfaction is recorded?
Whether the coaching process is working well in general – meetings are held on a regular basis and the right topics are being discussed.
The coaching survey above (see download option) contains questions you may want to consider for your annual coaching effectiveness survey and it also contains some suggested wording for the introduction email to those who are being coached to explain the survey and its purposes.
Gather the survey feedback and analyze it for overall coaching program effectiveness, but also look at individual responses to see if anyone is having a particularly negative view about his or her coach or the coaching process. When you take action on individual responses pay close attention to the confidentiality statement you put in the email that went with the survey. Do not reveal someone’s input to his or her coach unless it was expressly established that the survey respondent consent to this course of action. Also use the information gathered from the survey to improve your orientation slides for the next coaching program and to improve future training you offer to coaches.
Internal communications should go at least in two directions: from the leaders to the people and from the people to the leaders. Employees should receive regular updates from management about the company and should be informed about planned changes, successes achieved in the company and how their efforts have lead to good outcomes and wins for the company. Communication should also go in the other direction where employee opinions and feedback are sought and captured to help managers make better decisions and improve efforts in areas where company actions or activities are not as effective as they had imagined.
Ensuring that employees receive important and relevant information internally on a regular basis and in the right ways is mostly the responsibility of the HR function. In some cases HR shares this responsibility with the Communications department. Whomever is responsible for managing this, there should be planned moments of checking outcomes of the internal communication plan against original objectives set.
Effectiveness of internal communication should be evaluated periodically. I would not repeat a survey like this one on a monthly basis unless you are going through a specific change initiative in this regard and would like to ensure you have a good understanding of how well your change process is going. Once per year or once in 18 months should be a good evaluation period. Keep it short to optimize your chances of getting good feedback and a high level of participation.
Ensure your questions are specific and simple – survey respondents should know what exactly you are asking about. Do not combine more than one question into one.
Always make a post-survey action plan and share that with survey respondents and other stakeholders in the success of internal communications.
If you are an HR Director or in HR Management – stay close to the creation of internal communications. Read everything before it is released or published internally in your area of responsibility. The tone of communications and the contents of messages that are sent into the company very closely link to how employees are interpreting how the company’s management “feels” about them and you will often find disconnects started with some internal message that was misinterpreted.
The strength of teams lies in their ability to achieve more as a group working together than as individuals working independently on various parts of a project or activity. The main obstacle to a team achieving the optimal performance level is the ability of the individual team members to work together collaboratively.
You can select the right team members based on the knowledge you need, the skills and competencies you need and the experience levels you need for a project. And the team performance can still be very disappointing if the team members do not communicate effectively, are not sharing information in a comprehensible way, and are not clear on how to coordinate with each other to avoid rework or waste their efforts working on the wrong items.
The success of a team is measured by more than one aspect. Examples include:
Achieving project milestones and objectives
How well team members are working together – getting more done with more innovation and inclusiveness in a shorter period of time
Phases of a team
Any team will go through developmental phases starting from the first day the team members spend together. If these phases are navigated successfully, they can help team members build a high level of trust which enables the team to achieve a high performance level. The leader of a team has an important role to play throughout the phases of team development to help the team achieve their goals in the most effective and efficient .
Measuring team outcomes
Setting out to measure the progress of a team’s efforts is simply about communicating and then monitoring KPIs (Key Performance Indicators) on a regular basis. KPIs are typically set around costs, time to completion, quality of the product etc.
Measuring the cohesion between team members and how well the team is functioning is not that simple. Every team member most likely has his or her own opinion of how well the team is functioning and where improvements may be needed. Team members also would have opinions about whose “fault” it may be that things are not better. The question is often whether it is a lack of knowledge, a lack of motivation or actually interpersonal conflicts and distrust which is contributing the most to dysfunctions.
Using this short team effectiveness check, is a great way for leaders to take a quick look at how each of the team members see the team at that moment in time and identify where discussions may be needed to clarify or remove issues that may be hampering team functioning.
The purpose of this quick survey is to gather input from the team on their own perspectives. Remember that a perspective is just how one person sees things at that moment in time. It does not mean that the perspective of one person holds true for the rest of the team. It is important though that you understand whether one or more team members are not feeling included, engaged or unable to contribute based on a lack of internal alignment with other team members on goals etc
As the team leader or team coach, ask your team members to fill this out maybe once a month – more often if you are going through a difficult phase as a team and you are concerned about how well things are going for each team member. I would not do this more than once per week.
Note that your team dynamics will most likely change when you add members, remove members or when your project enters a completely new phase of functioning and performance expectations. At those moments you are likely to see a decline in previously recorded good scores for team effectiveness and functioning.
Use this tool as a way to quickly diagnose where the team is at and use it as a starting point for some team or one-on-one discussions to address concerns raised. Include an external person to facilitate difficult team discussions if you feel it may be helpful – someone from HR/Learning and Development/team coach may be able to use their expertise and skills in group dynamics, conflict resolution and interpersonal relationships to get your team out of a rough spot when it occurs.
Before you can select goals and development objectives for your life and your career, you need to know what you value above all else in your life. Deciding how to spend your time, how to use your energy and where to focus your efforts – all of that starts with knowing what matters to you. Only when you know what you value the most, are you ready to make deliberate choices that reflect what matters to you the most.
Values drive how you spend your time and how you make choices and decisions for activities and events that are important to you. Your values are especially helpful with choosing among options – which events to attend, what to do first, which actions to take next etc. When it comes to decision-making: select options that align best with your values and avoid options that are not aligned with your values or may even be opposites to your values.
This tool (see download option above) an help you define your own values; it contains a list of statements to guide you on your quest. Instructions on how to use the template can be found at the top of the worksheet. First you read through the statements and then put a Y for yes in the first column to indicate those statements which most appeal to you from a gut-feel perspective. (It seems or feels right to you; knowing yourself and what you find important in life). The next step is to look at only the ones you have selected with a Y – put a score between 1 and 10 next to the selected items using the column to the right of each statements to indicate how important that selected statement (representing a value) is to you. The highest scores indicate your highest values. Rephrase or clarify any of the value statements if they do not fit 100% with how you see it.
Feel free to add more statements or words at the bottom of the list if you think of values that are not shown. I find that these lists are good at helping one start-up the process and then your own ideas and words start to pop into your mind. This then enables you to complete the process without needing to use the listed statements.
Once you have your list of top 5 values, check that against how you spend your time and ask yourself if your choices reflect your values or not. If they do, great. If they do not, what will you change to ensure you spend your time in a way that reflects your values better?
Look at people you spend time with. Are you surrounded by people who share your values or do they have different values? If their values are aligned with yours, great. If their values are not aligned with yours, what will you do to ensure that you are able to live up to your own values?
Your job and the company you work for/the office environment – do you feel that your values are compatible with the environment and how leaders are behaving? Are people (employees and customers) being treated in a way that you feel is aligned with your values? I am not suggesting that you resign tomorrow if there is a disconnect between your values and status quo. Instead I would like to pose a question… what can you do to positively impact how things are being done right now? And what do you think are the best steps to take if you do not see any improvement over time or a better alignment with your values?
It is not easy to hold yourself accountable in this way; knowing what your values are and being honest with yourself about how well your life choices align with your values. It is possible that some people will get upset with you when you consciously start making different choices with the way you spend your time and the things you are interested in or willing to do. The benefit of making decisions with your values in mind is that you will be able to take a more direct line to accomplishing your goals. This will impact time management, prioritizing preferences and cutting out those items that distract you from achieving the goals and objectives that you have set for yourself.