Coaching questionnaire - What's the system based on and what's it's scope?

Coaching is defined in different ways. Many professional coaches help individuals to develop aspects of themselves in order to cope better with life, work and general opportunities.

But also, managers need to coach their staff specifically to enhance their performance at work and develop their careers within the organisation. It's this in this area that the system works.

The philosophy expounded within the questionnaire is very clear: people learn, change and develop primarily by using their talents to overcome problems; by learning themselves how to achieve things that they previously could not manage. The manager as coach must become less of an adviser, instructor - and more of a facilitator, drawing out from others - leading rather than managing.

How does the 360 component work?
Managers taking the questionnaire are strongly encouraged to seek feedback by using the 360 option. '360' is a commonly used term, and it can work in this way but in fact because of the nature of the topic, it is more properly a '180' or '90' system (!). The best judges of a managers coaching skills are those that s/he coaches! Therefore, people are advised to select only their own team members, or those that they give work to. However, in practice anybody can be selected.

Who sees the data?
This can be programmed according to your needs. Currently, the system we have designed for our corporate client is entirely developmental and only the manager who takes the questionnaire sees the output.