Coaching Evaluation: Methodology

• OpenMet Group’s standard model of competencies evaluation is a general proposal that contains the fundamental variables in order to manage coaching in the majority of companies. The variables obtained are divided into 3 large areas:

Knowledge:

• Training: Show what the technically prepared employee feels is needed to do his or her job. Measure the knowledge level, specific techniques and training directed to improving the employee’s qualifications to do his or her job
   
• Information: Measure the quantity of operative facts that the company must provide the employee to be able to effectively do his or her job. This is made up of rules, objectives, philosophy, results of his or her own work, etc.

Motivation:

• Self-motivation: Rate the indication the employee has to feel pressed into action. It’s the speed and ability an individual has to recover from a letdown
   
• External motivation: Measure the repercussions in an employee from the stimuli that come from his professional surroundings and that push him or her to take action

Abilities:

• Practical Experience: Measure the level of assurance and expertise acquired from hands-on work or intense practical training
   
• Means and tools: Measure the existence of means, tools, help, etc. necessary to be able to perform a particular activity

With OpenMet’s standard model of coaching evaluation, you receive all these variables upon filling out the standard questionnaire; that in its most concise version is composed of only 36 adjectives. The questionnaire is based on the use of semantic differentials and the responses are measured by the application of Likert scales with 4 values. Depending on the characteristics and context of the company to be analyzed, you may eliminate, modify or add variables (and the questions they make up) to tailor the final result to the concrete needs of the company.

See how it works | Request a demonstration | OpenMet Coaching.pdf