Evaluation Profiles: Types and Applications

Guiding Instruments for Assessment

Profiles are structured instruments that serve as a guide for the eva luation process in coaching.

Each profile provides a set of guidelines, questions or areas of exploration designed to gather specific information about the coachee or situation.

These profiles can be administered in two main ways: following the traditional paper-and-pencil method, where the coachee completes the instrument in writing, or using the profile simply as a guide for dialogue between the coach and coachee during a session.

In general, profiles can be grouped into five main types according to their approach.

Individual Profiles

These profiles are particularly suitable for coachees who are doing coaching interventions focused on personal techniques, educational coaching or business coaching.

They aim to gain a broad view of the individual's life and needs. Some examples include:

• Biographical Profile: contains questions about the coachee's private life situation to get a broad picture of the coachee's needs and ambitions.
• Life Balance Profile: Explores the coachee's different life areas (work, family, leisure, health, etc.) to assess his or her current level of satisfaction and balance. Tools such as the "Wheel of Life" are commonly used for this.
• Values Profile: Considered an essential step in any coaching process, it helps to identify and prioritize the coachee's core values.

There are specific exercises to guide in the detection of non-negotiable values.

Small Business Profiles

Especially useful in entrepreneurship coaching processes, these profiles focus on aspects related to the creation and management of a business. The following types are possible:

• Vision and Mission Statement of the business.
• Work-Life Balance Profile for the business owner. There are exercises to calculate this life balance.
• Coaching Needs Analysis: Covers both the technical needs and personal skills as well as the operational logistics necessary for the success of the business.

Performance Profiles

These are useful for coaches working with people within an organization.

They usually focus on job performance and professional development. Some examples are:

• Job Performance Profile: Gathers information about the coachee's current job situation.
• Self-Assessment Competency Profile: Where the coachee self-assesses his or her own skills and competencies.
• Job Analysis Profile: Details the behavioral demands, learning and development needs, and future plans associated with the coachee's role.
• Personal Development Profile: Acts as a bridge between the assessment/diagnostic phase of the coaching program and the action phase, identifying areas for improvement.
• Competency Profile with Feedback (360º): Includes data and perceptions from colleagues, subordinates and superiors about the coachee's competencies.

Personal Style Profiles

These profiles seek to understand the coachee's individual preferences in different areas.

They may include:

• Learning Profile: To learn the coachee's preferred learning style (visual, auditory, kinesthetic, etc.).
• Personality Profile: To assess personality traits in relation to a person's performance at work or in other areas.
• Team Member Profile: Used when the coach detects specific diff