E
xternal v. Internal Coaching
Instructions:
We are interested in studying trends in executive coaching.
Please help us by completing the following survey
. If you would like to receive a copy of the results, please provide your contact details and email address at the end of the survey.
A. Overview
1. Rate each of the following benefits of coaching from 1 to 5 (1= no benefit, 5=substantial benefit).
Delivers tangible benefits to individuals
n/a
1
2
3
4
5
Aids in employee retention and satisfaction
n/a
1
2
3
4
5
Delivers tangible benefits to organiztions
n/a
1
2
3
4
5
Improves work quality and productivity
n/a
1
2
3
4
5
Effectively promotes learning in organizations
n/a
1
2
3
4
5
Transfers learning from training courses back to the workplace
n/a
1
2
3
4
5
Positively impacts an organization's bottom line
n/a
1
2
3
4
5
Other (specify)
2. How has the demand for coaching changed in the last three years? (check one only)
Increased substantially
Increased slightly
Remained at the same level
Decreased slightly
Decreased substantially
3. How do you explain the change?
4. How much did your organization spend on coaching last year?
$
5. How much does your organization plan to spend on coaching next year?
$
6. Does your company differentiate spending for coaches by level? If so, how?
B
. External Coaching
7. Approximately how many external coaching engagements occur each year in your company?
none
1 - 5
6 - 10
11 - 20
21 - 50
50+
8. Highest level executive coached? (e.g., CEO, CFO)
9. Lowest level eligible for executive coaching? (e.g., Director, Support Staff)
10. Categorize the external coaching engagements in your organization. In Column 1, indicate the number of employees who received coaching in each of the following areas. In Column 2, indicate the number of times it was successful. (Note: Any one coaching engagement may span more than one category and thus be listed more than once).
Column 1
Column 2
Enhance overall leadership skills
Self-awareness/Reflection
Stress management
Flexibility/Adaptability
Learning agility
Communication skills
Interpersonal skills
Develop others/mentoring
Provide recognition and motivation
Technical skills
Negotiation skills
Conflict management skills
Ability to take appropriate risks
Enhance job performance and productivity
Prevent derailment
Improve team performance/effectiveness
Develop executive for future role
Integrate executive into new role
Clarify an executive's career direction
Accelerate change in the organization
Improve work-life balance
Other (specify)
11. What timeframes, if any, do you establish for coaching? (check one only)
None/Case by case
3 to 6 months
6 - 9 months
9 months to 1 year
Other (specify below)
12. What credentials do your executive coaches need? (check all that apply)
Psychologist
Business background
OD
Certification (coaching)
Other (specify below)
13. What competencies do your executive coaches need besides the ability to assess candidates, give feedback and build skills?
14. If you require your coaches to follow a structured process, what are the elements? (check all that apply)
Assessment
360 degree feedback
Action Plan
Contract
Skill Building
Progress review meetings
Other (specify below)
15.
a.
Do you utilize a 360 degree feedback?
Yes
No
b.
If so, please describe (e.g., in-house; vendor (include name))
c.
Do you provide external coaching to executives to enhance the 360 degree process?
Yes
No
16. Rate each of your organization's concerns about external coaching from 1 to 5 (1=not a concern, 5=substantial concern).
Confidentiality
n/a
1
2
3
4
5
Cost
n/a
1
2
3
4
5
Measure of Success
n/a
1
2
3
4
5
ROI
n/a
1
2
3
4
5
Skills of Coach
n/a
1
2
3
4
5
Other (specify)
17. Have you changed your approach to executive coaching over the last 3 years?
Yes
No
If so, how?
Differentiate process
Offering coaching to different levels
Other (explain below)
18. What features/benefits would cause you to use external coaching more?
C. Internal Coaching
19. Have you established an internal coaching program?
Yes
Considering
No
20. What are (or would be) the most important objectives/goals for an internal coaching program?
21. If you are not contemplating an internal coaching program, why?
Confidentiality
Resources (e.g., time, money)
Training internal coaches
Other (specify below)
22. If you have, or are contemplating, an internal coaching program, how will it differ from your external program? (Check and describe all that apply)
Lower levels receive internal coaching
More group coaching
Different process
Different skills developed
No difference
Other (specify)
23. Rate each of your organization's concerns about internal coaching from 1 to 5 (1=not a concern, 5=substantial concern).
Confidentiality
n/a
1
2
3
4
5
Cost
n/a
1
2
3
4
5
Measure of Success
n/a
1
2
3
4
5
ROI
n/a
1
2
3
4
5
Skills of Coach
n/a
1
2
3
4
5
Other (specify)
24. What issues are driving the establishment of an internal coaching program? (Check all that apply)
Cost
More control of process
Need for familiarity with business
Number of people to be coached
Other (specify below)
25. Who do you plan to use as internal coaches? (e.g., HR generalists, OD specialists, Line managers)
26. What competencies do your internal coaches need besides the ability to assess candidates, give feedback and build skills?
27.
If you are developing, or contemplating developing, an internal coaching program, will you need external help?
Yes
No
If yes, in what areas?
Training coaches
Certifying coaches
Assessment tools
Developing program
Other (specify below)
28. Which assessment tools, if any, do you utilize in your internal coaching process? (Check all that apply)
None
360 degree
Leadership style questionnaires
Other (specify below)
29. Categorize the internal coaching engagements in your organization. In Column 1, indicate the number of employees who received coaching in each of the following areas. In Column 2, indicate the number of times it was successful. (Each coaching engagement may be listed more than once).
Column 1
Column 2
Enhance overall leadership skills
Self-awareness/Reflection
Stress management
Flexibility/Adaptability
Learning agility
Communication skills
Interpersonal skills
Develop others/mentoring
Provide recognition and motivation
Technical skills
Negotiation skills
Conflict management skills
Ability to take appropriate risks
Enhance job performance and productivity
Prevent derailment
Improve team performance/effectiveness
Develop executive for future role
Integrate executive into new role
Clarify an executive's career direction
Accelerate change in the organization
Improve work-life balance
Other (specify)
30. What percentage of their time do your internal coaches spend on coaching?
%
Please use the space below to provide any additional feedback about trends in executive coaching you feel are important. Also, please let us know if you have collected data on coaching ROI in your organization or are interested in collaborating with us to do so.
Thank you for your time and assistance.
Please indicate your contact information below if you would like to receive a summary of the results.
Name:
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