Page 52 - Sponsor Booklet

Appendix II:
Coaching Style Preference Self Assessment

(Bacon and Spear, 2003, pp.113-115)

This is a forced-choice questionnaire. For each pair of statements, indicate
which statement best describes how you prefer to coach by circling the
corresponding letter in the right-hand column. Though some statements may
seem close, force yourself to choose one or the other.
I prefer to observe the people I’m coaching, determine what help they need, D
and then offer suggestions, advice, and feedback.
1 I prefer to act as a sounding board for the people I’m coaching, asking
questions to help them think through their issues and needs and letting them N
discover the right answers for themselves.
I prefer to help my coaching clients build specific skills or deal with specific S
issues.
2
I prefer to coach people more broadly on their overall development, including H
career choices and non-work-related issues.
I prefer to coach people on an ongoing basis-weekly, monthly, or quarterly- P
and to schedule coaching sessions regularly.
3
I prefer to coach people only during periodic performance reviews or when C
the need arises.
I prefer to coach by sharing my knowledge, experience, and perspectives with
the people I’m coaching and telling them what I think they need to know. In D
4 my coaching, I am most like a teacher.
I prefer to coach by being a good listener and responding thoughtfully to what N
I hear. In my coaching, I am most like a counselor.
I prefer to coach people on every aspect of their personal and professional
lives. I am comfortable discussing people’s career plans and enjoy helping S
them think through their options.
5
I prefer to coach people on particular performance problems or short-term
skill development needs. I am less comfortable discussing people’s career H
plans and don’t see myself as a career counselor.
I prefer to coach only when something happens that indicates I need to do P
some coaching.
6
I prefer to coach people regularly, as part of a comprehensive program for C
building their skills and improving their performance.
I usually give people feedback on their performance and tell them how I think D
they are doing, making suggestions as appropriate.
7
I usually ask people how they think they are doing and use questions to help N
them explore their perceptions before I tell them what I think.

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