Standard Assessment Methods (Interviews, Self-Reports, Appraisals, Self-Observation, Direc

Common Tools for Measuring Outcomes

To systematically assess outcomes in coaching processes, there are several commonly used standard forms of measurement.

These tools provide structured frameworks for gathering information about the coachee's progress, the changes achieved, and the overall effectiveness of the intervention.

Each method has its own strengths and limitations, and they are often used in combination to obtain a more complete and reliable picture.

Interviews: Structured Conversation

Interviews are one of the most common measurement tools in coaching. They allow an in-depth exploration of the coachee's experience and perspective. Generally, they can be of three types:

• Structured: A predefined script is followed, knowing what to ask and in what order. This ensures consistency, but may limit spontaneity.
• Semi-structured: The key issues on which information needs to be obtained are defined, but the exact order and formulation of the questions are flexible. They allow for a more natural exploration.
• Unstructured: Their course is free and spontaneous, adapting completely to what arises in the conversation. They offer maximum flexibility, but can make comparison difficult.

A very effective eva luation method is to use the interview as a measure before and after the coaching intervention to assess change.

Self-Reports: The Coachee's Perspective

Self-reports are a very valuable way of collecting information directly from the coachee about him/herself.

They provide access to the coachee's perceptions, feelings and eva luations of aspects that the coach considers relevant to the process.

There are different types of self-reports, such as scales (e.g., satisfaction or confidence), standardized questionnaires (e.g., personality or learning styles) and self-reports (where the coachee notes the frequency or intensity of certain behaviors or thoughts).

However, it is important to keep in mind that some bias is very common when using self-reports, since most people are not completely objective about themselves.

Appreciations of Others (360° Feedback)

Although bias is also common in the appraisals of others, it is advisable to ask for them as a complement to the self-assessment.

This involves having the appraisals made by people close to the coachee, such as friends, family members, work colleagues, clients or bosses.

This method, often referred to as 360-degree feedback in business contexts, provides valuable external perspectives on the coachee's observable behavior and the impact it has on his or her environment.

Self-observation: Coachee as Investigator.

Self-observation consists of asking the coachee to observe his own behavior and note his responses (thoughts, emotions, actions) to elements previously established by the coach.

It makes the client an active observer of his or her own experience, which not only provides data for eva luation, but also fosters self-awareness.

Direct Observation: Assessment in Action

Direct observation is a valuable technique for assessing behaviors and attitudes in real time.

Shadowing is a process through which the coach follows, observes and constructively criticizes the coachee while he or she is performing specific tasks in his or her usual environment.

When designi