Responding to:
Some had very different impressions of the same coach and were able to
identify opportunities; others found more consistency in a coach.
----end of quote -----
Your process sounds like you have taken many elements from existing
processes and woven them together into a new model that has great
potential for your organization and others.
I am curious, though, about the remark above. The situation where a team
is "split" or "mixed" in how it perceives a coach-- is this due to the
"consistency of the coach" as you suggest, or is it due to another
phenomenon, such as complexity of project, which might call for more
versatile (and potentially less consistent) behavior by a coach. Or,
could it be that a coach who acts "situationally" by responding to
different people and different situations in appropriately different ways,
could be viewed as lacking consistency ? In these instances, a "better"
coach would be scored "worse" because of lack of consistency. Or, is
there a method for discerning the difference?
How can team-based performance evaluation sort out differences such as
this one?
Marcia Ballinger
ballingerm@aol.com
--Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>