You are the newly hired CEO at XYZ Corporation and a strong advocate of a coaching culture. While the company utilizes coaching on some level


In the last seven weeks, you have learned about the roles of coach, consultant, and trainer. You have gained insight into different coaching models and theories, as well as the skills needed for effective coaching. Further, you have studied the importance of values and ethical conduct and guidance. All of the information you have gained can now be directed toward assessing coaching effectiveness.

This week you will rely on all you have learned to create a white paper (an authoritative report or guide) for a Fortune 500 company, XYZ Corporation, Inc., by exploring frameworks and methods for determining coaching effectiveness and designing a coaching evaluation rubric. Base your report on the following scenario.

Scenario: You are the newly hired CEO at XYZ Corporation and a strong advocate of a coaching culture. While the company utilizes coaching on some level, you are not seeing the positive results you hoped for through increased employee engagement, productivity, job satisfaction, and motivation. You decided to review the body of research to determine strategies for assessing coaching effectiveness. Your white paper will guide team leads to institute coaching principles to achieve organizational objectives. Be sure to address the following elements in your paper:

  • Introduction to coaching
  • Discussion of at least two coaching models
  • Identification and discussion of effective coaching skills and practices
  • Importance of ethics
  • Assessment strategies to evaluate coaching effectiveness
  • Recommendations for best practices

As an appendix to the white paper, develop a 1-2 page grading rubric XYZ Corporation leaders might use to assess coaching effectiveness Length: 7-9 page white paper and a 1-2 page coaching evaluation rubric. The document should be a total of 8 pages not including the cover and references pages.

References: Include a minimum of 7 scholarly resources

The completed assignment should address all of the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards, and adhere to Northcentral University’s Academic Integrity Policy.


White Paper: Assessing Coaching Effectiveness in XYZ Corporation, Inc.

Coaching is a powerful approach to unlocking an individual’s potential, facilitating growth, and enhancing performance. It is a collaborative process between a coach and a client that aims to develop skills, abilities, and attitudes for personal and professional success. In an organizational context, coaching plays a crucial role in promoting employee engagement, productivity, job satisfaction, and motivation. However, XYZ Corporation has not been able to achieve the desired results through coaching interventions. This white paper aims to guide team leads at XYZ Corporation in assessing coaching effectiveness and designing a coaching evaluation rubric to align coaching principles with organizational objectives.

Discussion of Coaching Models

  1. GROW Model: The GROW model, developed by Sir John Whitmore, is a widely recognized coaching model. GROW stands for Goal, Reality, Options, and Will. In this model, the coach helps the client set specific, measurable, attainable, relevant, and time-bound (SMART) goals. The coach then explores the current reality and assists the client in identifying options and generating strategies to achieve their goals. Finally, the coach supports the client in committing to taking action.
  2. OSKAR Model: The OSKAR model, developed by Mark McKergow and Paul Z. Jackson, focuses on Solution-Focused Brief Coaching. OSKAR stands for Outcome, Scaling, Know-how and Resources, Affirm and Action, and Review. This model emphasizes the client’s strengths, resources, and capacity for solutions. The coach helps the client identify the desired outcome, explore the current situation through scaling questions, elicit their knowledge and resources, affirm progress, and create action steps. Regular reviews enhance accountability and progress tracking.

Identification and Discussion of Effective Coaching Skills and Practices

Effective coaching skills and practices are vital for achieving coaching objectives. Here are some key skills and practices for effective coaching:

  1. Active Listening: Coaches must actively listen to their clients, demonstrating empathy, understanding, and non-judgment. Active listening involves paying attention to verbal and non-verbal cues, paraphrasing, and asking clarifying questions to ensure a deep understanding of the client’s needs and perspectives.
  2. Powerful Questioning: Effective coaches use powerful questions to provoke thought, stimulate insight, and encourage reflection. Open-ended questions promote exploration and enable clients to identify their own solutions. Thought-provoking questions challenge assumptions and help clients gain new perspectives.
  3. Feedback and Feedforward: Providing timely and constructive feedback is crucial for coaching effectiveness. Coaches should deliver feedback in a supportive manner, focusing on specific behaviors and their impact. Additionally, coaches can use feedforward techniques, suggesting future actions and behaviors to promote growth and improvement.

Importance of Ethics in Coaching

Ethics are integral to the coaching process, ensuring the well-being and trustworthiness of the coach-client relationship. Coaches must adhere to ethical guidelines that prioritize client confidentiality, autonomy, and informed consent. Additionally, coaches should be aware of potential power dynamics and avoid conflicts of interest. Ethical conduct fosters a safe and supportive environment for clients to explore their challenges, goals, and aspirations.

Assessment Strategies to Evaluate Coaching Effectiveness

To evaluate coaching effectiveness, XYZ Corporation can employ the following assessment strategies:

  1. Goal Attainment Scaling: Goal Attainment Scaling (GAS) involves collaboratively setting specific, measurable goals at the beginning of the coaching process. This allows for objective evaluation of goal achievement based on a scale that ranges from -2 (worse than expected outcome) to +2 (better than expected outcome). Regular monitoring and assessment against these goals provide valuable data on coaching effectiveness.
  2. 360-Degree Feedback: XYZ Corporation can implement a 360-degree feedback process to gather comprehensive feedback from various stakeholders, including peers, direct reports, and supervisors. This feedback provides a holistic perspective on the impact of coaching interventions on the coachee’s performance and development.

Recommendations for Best Practices

To enhance coaching effectiveness and foster a coaching culture at XYZ Corporation, the following recommendations are proposed:

  1. Integrate Coaching into Performance Management: Incorporate coaching principles and practices into the organization’s performance management system. Align individual development plans with coaching interventions to ensure continuous growth and improvement.
  2. Train and Develop Coaches: Invest in coach training and development programs to enhance the skills and competencies of coaches within the organization. Provide ongoing supervision and support to foster continuous learning and improvement.
  3. Establish Clear Expectations: Clearly communicate the purpose, goals, and expectations of coaching interventions to both coaches and coachees. Set realistic timelines, define measurable outcomes, and provide feedback mechanisms to track progress.
  4. Foster a Supportive Organizational Culture: Create an organizational culture that values coaching, learning, and development. Encourage a growth mindset, celebrate successes, and provide opportunities for knowledge sharing and collaboration.

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