Comments on: Innovative Public-Private Program Employs Coaching to Build Stronger Communities http://coachingcommons.org/featured/innovative-public-private-program-employs-coaching-to-build-stronger-communities/ Where Radical Possibilities are Explored & Pursued Sun, 10 Apr 2011 11:20:56 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Billy C H Teoh http://coachingcommons.org/featured/innovative-public-private-program-employs-coaching-to-build-stronger-communities/comment-page-1/#comment-6408 Billy C H Teoh Sat, 06 Mar 2010 23:35:45 +0000 http://coachingcommons.org/?p=9825#comment-6408 Coaching using assesments/benchmarks such as Baldrige, EFQM, or similar performance & quality models (in Malaysia, we have some Organizations that use their respective 'Quality Awards similar with Baldrige criterias') to provide guideposts for identifying and coaching to the respective performance criterias, standards, & benchmarks. With Balanced Scorecards, KPIs are now more frequently used for identifying specific coaching areas and goals. Competency frameworks and many of the more established and validated psychometric & psychological assessment tools (ipsative as well as 360 degrees tools) are now more frequently used for identifying coaching areas and goals as well (inner psychological make-up/construct, and outer behavioural responses). My challenge as a coach, is that, these assessment/benchmark tools normally only provide 'snapshots' of the 'situations' and only through more profound explorations can a coach validate the 'truth of the matter'. So what would be 'wisdoms' when using these tools to assist in our coaching process and endeavours? Billy C H Teoh Malaysia. Coaching using assesments/benchmarks such as Baldrige, EFQM, or similar performance & quality models (in Malaysia, we have some Organizations that use their respective ‘Quality Awards similar with Baldrige criterias’) to provide guideposts for identifying and coaching to the respective performance criterias, standards, & benchmarks.

With Balanced Scorecards, KPIs are now more frequently used for identifying specific coaching areas and goals.

Competency frameworks and many of the more established and validated psychometric & psychological assessment tools (ipsative as well as 360 degrees tools) are now more frequently used for identifying coaching areas and goals as well (inner psychological make-up/construct, and outer behavioural responses).

My challenge as a coach, is that, these assessment/benchmark tools normally only provide ‘snapshots’ of the ‘situations’ and only through more profound explorations can a coach validate the ‘truth of the matter’.

So what would be ‘wisdoms’ when using these tools to assist in our coaching process and endeavours?

Billy C H Teoh
Malaysia.

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