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Coaching starts by properly identifying areas where improvement is needed

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Employee coaching has become a proven factor for improving employee retention, productivity and quality. In short, coaching is often a strong element of building an effective workplace culture.

As more companies employ professional coaches or institute a peer coaching program they are finding employees have a higher degree of self-awareness, set smarter goals, have a higher rate of project completion and demonstrate improved communication according to a survey by the International Coaching Federation.

Professional coaches are aware of the need to use some sort of an employee assessment before beginning a coaching relationship. Sadly this is often missing in peer coaching.

Some companies and professional coaches think they are identifying the real areas where improvement is needed using DISC assessments. Wrong! DISC assessment results will always come back reaffirming to the taker what they already knew. Very seldom do they identify genuine strengths or weaknesses because DISC is an ipsative assessment.

Ipsative assessments evaluate someone using their input without comparing their input to other individuals. What it does is it shows a person exactly what they think about themselves.

The proper method is to use an assessment which examines answers based on widespread commonality. In this manner the coach will quickly learn exactly what aspects of the employee need the most addressing.

Once professional or peer coaching has identified the proper areas of improvement have manifested themselves across the entire work team, or at least most of it, the workplace culture see improvement rather quickly.

© Max Impact, used with permission.

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