Coach’s journal · Organization & HR · Engagement guide
A practical starting point
Review agreed behaviors in actual work, bringing together reports and leader and team perspectives. Repeat surveys two to three months after coaching ends to allow time for practice to settle. Survey scores alone do not establish coaching impact.
Agree observable behavior at the start
Translate leadership improvement into a practice such as agreeing delegation scope and support, or listening before advising in a 1on1. Agree which situations and evidence HR and the leader will review. Performance indicators cannot isolate the contribution of coaching on their own.
Use reports for practice and learning
The mid-program report covers goals, experiments, observed changes, remaining questions and support. The leadership growth report at completion covers actual behavior changes, learning, principles and a 30/60/90-day plan. It does not contain a pre/post survey comparison.
Allow time before repeating surveys
Leaders and team members each respond to 30 items and revisit the same items two to three months after completion. The coach guides and collects leader pre-surveys. HR helps distribute and collect team pre- and post-surveys and forwards responses to the coach. Confirm leader post-survey coordination in advance as well.
Use surveys to inform a conversation
Read changes in leader self-perception and team experience alongside real examples. Respondent composition and workplace changes can affect results. These developmental surveys are not presented as standardized leadership diagnostics or an appraisal-grade 360 assessment, and are not automatically converted into promotion or disciplinary decisions.
Consider the conditions for team performance
Explore whether changes in judgment, delegation, conversations and follow-up help reduce waiting, repeated checks, rework or missed actions. Resources and organizational decisions also matter. Share agreed progress and support needs while protecting private coaching conversations and team responses.
Frequently asked questions
Is the survey comparison in the completion report?
No. The post-survey takes place separately two to three months later.
Do higher scores prove coaching caused improvement?
No. Review examples, respondent composition and organizational conditions alongside scores.
What does HR receive?
Agreed goals, progress, practice changes and support needs. Private coaching conversations and team responses are protected.