The Link between Assessments, Coaching and Performance

Let’s start with coaching. It has been proven again and again that training without manager involvement and coaching doesn’t work in terms of on-the-job behavior change.

Just take a look at these numbers based upon over 800 training assessment and measurement projects:

• Over 20% higher overall skill scores were recorded for the employees who received coaching
• Twice the success story results were credited directly to coaching

Coaching and Performance
This is not magic…it is common sense - manager coaching and reinforcement helps to drive performance. First, there is little incentive to change one’s behavior (after all change takes commitment and effort) unless the manager cares, provides clear direction as to why the change matters, and establishes consequences for those employees who don’t apply the training on the job.

And, secondly, training is a process that takes ongoing encouragement and guidance. This is where coaching plays such an important role. Ongoing coaching for team members will encourage performance improvement, support sincere effort, adjust expectations as needed, and ensure your training brings in the numbers.

Assessment and Coaching
Now that we know how coaching impacts performance, let’s take a look at how assessments inform coaching. Not only does a solid assessment target the most important skills to be coached and identify the strengths and weaknesses, but it enables practitioners to get the management alignment and commitment required for an effective and consistent coaching process.

Additionally, assessment results clearly answer the number one question from participants – “What do you expect me to do differently and why?”

So if you are looking for performance improvement, start with a solid assessment to get leverage points, alignment and buy-in. Then use coaching to reinforce and support the desired behavior and performance changes. Lastly, measure the results to create accountability and continuous improvement.