- How do you use coaching tools and models to facilitate feedback and evaluation?

1 The GROW Model

The GROW model is one of the most widely used coaching frameworks, as it provides a simple and clear structure for setting goals, exploring reality, generating options, and agreeing on actions. The GROW model can also be used to facilitate feedback and evaluation, as it helps you and your coachee review the outcomes of the coaching sessions, assess the current situation, explore alternative solutions, and commit to new actions. You can use the GROW model to give feedback and evaluation at different stages of the coaching process, such as after each session, at the end of a coaching cycle, or when a specific goal is achieved.

2 The Feedback Model

The Feedback Model is a simple and effective tool for giving constructive feedback in a positive and supportive way. The Feedback Model consists of four steps: describe the situation, explain the impact, ask for their perspective, and suggest an action. The Feedback Model helps you avoid vague or judgmental feedback, and instead focus on specific behaviors, facts, and feelings. It also encourages you to listen to your coachee's point of view and involve them in finding solutions. You can use the Feedback Model to give feedback on any aspect of your coachee's performance, behavior, or attitude, as well as to receive feedback from them.

3 The 360-Degree Feedback

The 360-Degree Feedback is a comprehensive and holistic tool for evaluating your coachee's leadership skills and competencies from multiple perspectives. The 360-Degree Feedback involves collecting feedback from different sources, such as peers, managers, subordinates, customers, or stakeholders, and synthesizing it into a report that highlights the coachee's strengths, weaknesses, opportunities, and threats. The 360-Degree Feedback helps you and your coachee gain a deeper and broader understanding of their leadership style, impact, and areas for development. You can use the 360-Degree Feedback to initiate or complement the coaching process, as well as to monitor and measure the results of the coaching interventions.

4 The Appreciative Inquiry

The Appreciative Inquiry is a positive and strengths-based tool for facilitating feedback and evaluation in a way that builds on the coachee's successes, potentials, and aspirations. The Appreciative Inquiry involves asking four types of questions: discover, dream, design, and destiny. The Appreciative Inquiry helps you and your coachee identify and amplify the best practices, values, and visions that drive their leadership performance, as well as to co-create and implement action plans that align with their goals and values. You can use the Appreciative Inquiry to give feedback and evaluation that inspires and motivates your coachee, as well as to foster a culture of appreciation and learning in your coaching relationship.

5 The Kirkpatrick Model

The Kirkpatrick Model is a widely recognized and respected tool for evaluating the effectiveness and impact of learning interventions, such as coaching. The Kirkpatrick Model consists of four levels of evaluation: reaction, learning, behavior, and results. The Kirkpatrick Model helps you and your coachee evaluate the quality, relevance, and applicability of the coaching sessions, as well as the changes in knowledge, skills, attitudes, and outcomes that result from the coaching process. You can use the Kirkpatrick Model to design and conduct evaluation surveys, interviews, observations, or tests at different points of the coaching process, as well as to report and communicate the value and benefits of coaching to your coachee and other stakeholders.