The capacity to empower and develop others and provide effective performance feedback.
*This competency is part of the Management and Leadership Competencies at UF
Describes the role and value of a coach.
Describes coaching responsibilities that are relevant to a business setting.
Lists qualities of effective coaching.
Gives examples of how coaching is used within own organization.
Coaches others to improve their skills.
Determines how coaching can be applied to a situation.
Observes skill practice; offers constructive feedback.
Offers suggestions for performance or process improvement in own unit.
Creates skill-practice opportunities for subject of coaching.
Analyzes patterns and identifies key areas for improvement of processes or results.
Coaches one or several individuals or teams on a specific competency or subject area.
Successfully coaches both superstars and problem performers.
Monitors individual or team progress through feedback sessions.
Contributes to the establishment of good coaching practices.
Discusses alternative techniques for diagnosing and coaching individuals and teams.
Designs, documents, and implements a variety of coaching game plans.
Educates others on coaching strategies, techniques, and best practices.
Consults on diagnosing team performance and creating a game plan.
Monitors marketplace for effective coaching strategies and techniques.
Designs processes for identifying coaches and coaching opportunities.
Contributes to plans and policies regarding nurturing high-potential talent for retention and growth.
- How would you coach your team to work together if their working styles were not meshing well?
- What steps would you take if you noticed a problem performer within your team?
- Tell me how coaching relationships were viewed in your previous organization.
- Tell me about a time when you've had to provide critical feedback to an employee. What was the result?