What coaching models and tools do you use for feedback and evaluation?

In my experience the GROW model is a fantastic framework on which to base your coaching conversations. The secret to making it work is ensuring you set actions at the Will stage, and a due date to check back (a PDCA - Plan, Do, Check, Act cycle). Another useful perspective is to switch out the O for Obstacles and then how you will overcome those, moving into actions thereafter. Ensure you have someone holding you to account (a coach is fabulous for this), and you will make progress like never before!

One of the most popular coaching models is the GROW model, which stands for Goal, Reality, Options, and Will. The GROW model helps you structure your coaching sessions and guide your clients through a clear and logical process of setting and achieving their goals. The GROW model also provides a framework for feedback and evaluation, as you can use each stage to review the client's situation, explore their options, and commit to their actions. You can use the GROW model to ask powerful questions, give constructive feedback, and monitor the client's progress and results.

Vital way of gathering insight and building self-awareness. You can do this in a number of ways - Johari’s window, online survey such as survey monkey, or employment of a third party to facilitate this for you. Similar to the coach with the GROW model, the important aspect of this is to ensure you take action on the results.

Another useful tool for feedback and evaluation is the 360-degree feedback, which involves collecting feedback from multiple sources, such as the client's manager, peers, subordinates, and customers. The 360-degree feedback gives you and your client a comprehensive and balanced view of their performance, skills, and behaviors. The 360-degree feedback can help you identify the client's strengths and blind spots, as well as the gaps between their self-perception and others' perception. You can use the 360-degree feedback to facilitate self-awareness, enhance communication, and create action plans for improvement.

I agree with the above, SMART goals are imperative to drive and sustain success. You should add ER to the end, for Evaluate and Readjust (implementing the PDCA cycle) or Enjoyment and Reward. (Supporting sustained improvement through motivational impact).

The SMART goals framework is a powerful tool for setting and evaluating goals in coaching. By ensuring that goals are Specific, Measurable, Achievable, Relevant, and Time-bound, the SMART approach provides clarity and structure to the coaching process. With specific and measurable goals, clients can track their progress and evaluate their achievements. By focusing on goals that are achievable and relevant, clients can stay motivated and connected to their aspirations. Finally, setting time-bound goals helps clients stay accountable and allows for effective evaluation of their progress. utilizing the SMART goals framework can help you guide your clients towards greater success and enable them to make meaningful strides.

The feedback sandwich is a valuable coaching tool for delivering feedback in a constructive and balanced manner. By starting with positive feedback, you acknowledge and reinforce the client's strengths and achievements, creating a supportive and encouraging environment. Following this, constructive feedback is provided, highlighting areas for improvement or growth. Finally, the feedback sandwich concludes with positive feedback, emphasizing the client's potential and progress. This approach allows for a well-rounded feedback session that fosters self-awareness, motivates the client, and provides actionable steps for development. By using the feedback sandwich, you can create a safe and empowering space for your clients to receive feedback.

TERRIBLE Practice. Also known as a Sh*T sandwich. Based on preferences and biases, people will only acknowledge the positive or the negative. Please, never use this approach.

Very useful, but keep it simple. I’d recommend using a score of 1-10 for evaluation of the session, with one area for free text after. Two-way Feedback is important to continuously improve.

It's essential for executive coaches to select the most suitable coaching models and tools for feedback and evaluation. The right choice can enhance the effectiveness of the coaching process. Consider models like the GROW model, the SBI model, or the ACE model, which provide structured frameworks for feedback and evaluation. Tools such as 360-degree assessments, self-assessment questionnaires, and goal-tracking software can also provide valuable insights. Tailoring your approach to the specific needs of your clients and leveraging these models and tools will help you deliver impactful feedback and drive meaningful progress.