unit logo

Coaching Others

Knowledge of coaching concepts and methods; ability to encourage, motivate, and guide individuals or teams in learning and improving effectiveness.

Behavior Statements

Proficiency Level 1 - Basic understanding

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.

Proficiency Level 2 - Working experience

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.

Proficiency Level 3 - Extensive experience

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.

Proficiency Level 4 - Subject matter depth and breadth

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.

Interview Questions

  • 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?

Titles with Shared Competencies