How to design a diagnostic coaching assessment

Curso de Habilidades y Estrategias de Coaching

Contenido del curso

No sé dónde empezar

Coaching: what it is and what it's not

The coach skillset

How to design a coaching program

Building my first coaching session

Coaching as a business

Tomar examen

Cursos Empresas Blog Live Conf Eventos Precios

0:005:41

How to design a diagnostic coaching assessment

Curso de Habilidades y Estrategias de Coaching

Clase 12 de 26

Clase 12 / 26

Comentarios (19)19 comentarios

Jaime Andrés González Cardona

Hace 5 años

What means the life for you? What's the most important thing for you? Which are your defects? Which are your skills? When did you start to change yourself?

Felipe Bernardo González Barranco

Hace 5 años

Well done!

Andres Abraham Castro Muoz

Hace 5 años

está la traducción al español?

Fernando Campos

Hace 5 años

Hola, Andrés 👋🏼 Por el momento solo están disponibles los subtítulos en inglés.

Carlos Eduardo Céspedes Angulo

Hace 5 años

Hola, sí, ya tenemos el subtítulo en español de esta clase. :)

Jaime Andrés González Cardona

Hace 5 años

What means likert, i didn´t found meaning?

Giuseppe Ramirez

Hace 5 años

Hi Andrés. Likert is a graphic that you could use to measure an opinion or behavior of people. Usually, Likert Scale seems like this:

Miguel A. Lardizábal P.

Profesor

Hace 5 años

likert scales are widely used to quantify a qualitative question, like: How much do you agree with this statement? (1 to 5) How happy are you with our service? (1 to 5)

Daniel Castro

Hace 4 años

¿ que es el ahorro para ti?
¿la tasa de interes que te cobra el banco que significa para ti?
¿crees que invertir es un arte que solo los millonarios se pueden dar?
¿ tienes presuspuesto mensual, trimestral y anual?
¿como te sientes en relacion con tu dinero?

https://pruebat.org/lo-que-debes-saber-sobre-tus-finanzas-personales/cual-es-tu-actitud-y-aptitud-en--finanzas-personales/25167-303282

Daniela Ramírez Ruiz

Hace un año•editado

Yo evaluaría el desempeño en diseño gráfico de mi coachee con la resolución de un problema, que en este caso podría ser, compartiéndole un texto de algún comunicado, para el cual tenga que realizar el DISEÑO de un MAIL, evaluando así el modo en que resuelve la transformación de TEXTO a DISEÑO para COMUNICAR cierta información. Sería un texto plano como esto...

Posteriormente, cuando el coachee entregue el RESULTADO de su resolución, que sería el DISEÑO del MAIL, evaluaría el DISEÑO con preguntas como estas:

Kevin Fiorentino

Hace 3 años

Why software development is important to you?
Any particular kind of software do you like to program?
With which technology do you identify?
Do you like working in a team?
Do you take care about the "health" of your code?

Carlos Roberto Doblado Ochoa

Hace 5 años

Assessment

Una buena evaluación debe tener 3 características:

Debe ser fiable. Eso significa que debe ser replicable y precisa, exacta.
Válida. Lo que significa que cualquier resultado que muestre representa muy bien la realidad.
Factible. Esto significa que la evaluación no debe ser muy compleja desde el punto de vista logístico. Debe ser fácil de completar y fácil de corregir.

Sergio Enrique Chitiva Rodriguez

Hace 4 años

What do you like?
why do you like that?
what are your goals?
how can you connect your goals with your skills?
do you consider that your job is useful for getting that goals?
what do you think about job?
why do you work?

Edith Roxana Rivas Menjivar

Hace 7 meses

Preguntaría

¿Ya has vivido una experiencia como esta?

¿Cuál ha sido el nivel de confianza que has tenido en situaciones similares?

¿Cómo te siente para expresar tus sentimientos abiertamente?

¿Cuál fue tu motivación más grande para expresarte con total confianza?

¿Qué piensa al ventilar tu situación y dejar entrar luz y dirección para caminar con pasos firmes?

JORGE ANDRES REYES GOMEZ

Hace un año

¿do you feel confortable having conversations? ¿are you always available to have conversations? ¿do you always prepare complex conversations? ¿do you achive your goals in every conversation? ¿do you offer to other people a final feedback about a common understanding at the end of every conversation?

paula.herrera8428

Hace un año

✅ Preguntas para Evaluación Diagnóstica Empresarial (Cliente de Coaching en Soft Skills)

1. ¿Qué tan claramente están definidas las habilidades blandas esperadas en los distintos roles de tu organización?

📌 Tipo de pregunta: Escala de Likert (1 a 5 – Nada claro a Muy claro) 🎯 Objetivo: Evaluar si existe conciencia sobre la importancia de las soft skills en el diseño de puestos y liderazgo.

2. ¿Qué estrategias se utilizan actualmente para desarrollar habilidades blandas dentro de tu empresa?

📌 Tipo de pregunta: Abierta o selección múltiple (formación interna, coaching, nada, otras) 🎯 Objetivo: Detectar el nivel de acción actual y posibles carencias o áreas subutilizadas.

3. ¿En qué medida se promueve la comunicación efectiva y la escucha activa dentro de los equipos?

📌 Tipo de pregunta: Escala de Likert (1 a 5 – Muy poco a Muy promovida) 🎯 Objetivo: Diagnosticar uno de los pilares clave de las habilidades blandas.

4. ¿Qué tan preparado/a considerás que está el liderazgo actual para gestionar conflictos y fomentar el trabajo colaborativo?

📌 Tipo de pregunta: Escala de Likert o respuesta abierta breve 🎯 Objetivo: Explorar la percepción sobre liderazgo emocionalmente inteligente y habilidades de resolución de conflictos.

5. ¿Qué impacto observás cuando hay una falta de habilidades blandas en la dinámica organizacional?

📌 Tipo de pregunta: Abierta (puede complementarse con opciones predefinidas: desmotivación, conflictos, rotación, etc.) 🎯 Objetivo: Detectar conciencia del cliente sobre los efectos de la falta de desarrollo en este ámbito.

María del Consuelo Irastorza Vázquez

Hace 2 años

we are going to learn how to design an assessment. The first step in our program is to create a diagnostic assessment. It is nothing more than a picture or a snapshot of the level of knowledge that a person has at a particular time.

Number one. It must be reliable. That means it must be replicable and precise, accurate. The assessment must also be valid, which means that whatever results it shows, they represent reality very well.

How can you assess a person's knowledge in a certain field?

The first is problem solving. You can ask your prospect to solve a particular type of problem and that way you can assess the way they think, the way they process information, and the way they present the results.

Let's talk about the feasibility of the assessment. Make sure your assessment is interesting.

Marquez Soria Manuel Alejandro

Hace 2 años

Que es una actividad

Que es un caso de negocio

Cuanto tarda en resolver mi petición

Conoces los diferentes modelos de modem

Que es decodificador

Daniela Loría González

Hace 2 años

Assertive communication:

I feel comfortable expressing my opinions at work.
I express my feelings clearly and directly.
I can say "no" without feeling guilty.
I accept feedback without getting defensive.
I am confident in my communication skills.

Juan Carlos Pineros

Hace 4 años

Are you happy in your marriage? Are you clear about the reason or objective for which you decided to get married? Do you think you are reaching that goal? Do you think your partner would agree with your answer to the above questions? What can you do today to achieve that goal?

Jorge Velasco

Hace 4 años

What new tools does leadership currently require to navigate diverse teams in adversarial worlds? What skills do today's leaders need to enable them to reach their goals or desired results together with their teams? How important to you are corporality, emotionality and conversational strategies to achieve your goals or desired results with your teams? What are the challenges that managers face when managing increasingly complex environments, and leading their team towards the achievement of their goals? How to accompany my team in the purpose of achieving performance?

Andres Abraham Castro Muoz

Hace 5 años

1.- ¿Qué es lo más importante para ti hoy? 2.- ¿Qué cosas piensas que hay que hacer para lograrlo? 3.- ¿Cuáles son, a tu juicio, los impedimentos que has tenido para no cumplir eso que anhelas? 4.- ¿Piensas que juntos lo vamos a lograr? 5.- ¿Estás dispuesto a salir de tu zona de confort y aceptar este desafío personal?

Lilia Batista

Hace 5 años

Tus preguntas 4 y 5 van a darte muy poca información porque conduce a respuestas cerradas: sí, no, tal vez. Con un pregunta abierta la persona te ofrecerá más datos acerca de lo que piensa.

Felipe Bernardo González Barranco

Hace 5 años

You need to know the coachee to give them the right assessment without being boring

MARIA TERESA PANIAGUA RIVERA

Hace 5 años

Thanks for the quiz tool. it was very interesting to answer

Recursos

If you want to measure what your potential coaching client actually knows, a diagnostic assessment is where you start. It works like a photograph of someone's knowledge level at a specific moment, and it gives you the baseline you need before designing any real coaching program.

As industrial engineers like to say, if you can't measure it, you can't improve it. That single idea drives everything about assessment design. You can summarize what you know as a coach all day long, but without a way to measure your client, you're guessing.

What makes a good coaching assessment reliable and valid?

A strong assessment stands on three characteristics, and skipping any of them weakens the whole thing.

It should be reliable, meaning replicable, precise, and accurate. Run it twice and you get consistent results.
It should be valid, meaning the results actually represent reality and reflect what's really going on.
It should be feasible, meaning it's simple logistically, easy to complete, and easy to correct.

Think of these three as a tripod [00:31]. Remove one leg and your measurement falls over. And here's the practical side of feasibility: if you hand someone a horrible list of items that takes two hours to answer, they'll get bored and walk out the door.

What is a diagnostic assessment in coaching? It's a snapshot of a person's knowledge level at a specific moment. It gives the coach a baseline to measure how much a potential client understands before the program begins.

What are the three ways to assess a client's knowledge?

There are many ways to measure knowledge, but three stand out as especially practical [01:29]. You can pick one or combine several depending on how much depth you want.

Problem-solving. You give your client a specific problem to solve so you can assess how they think, how they process information, and how they present results.
True or false questions. A simpler, quantitative route. You check which answers are correct and get a clear count of what they know.
Likert scale. A qualitative approach that assigns numbers to opinion-based answers, so you capture attitude and perception, not just facts.

The problem-solving method is the most demanding but tells you the most about someone's reasoning. The true or false format keeps things quick and countable. And that mix of quantitative and qualitative is exactly where the Likert scale earns its place.

What is a Likert scale? It's a rating system, often five degrees, that turns qualitative answers into numbers. A client rates how much they agree with a statement, so you can score subjective opinions and compare them.

How do you build a Likert scale for a coaching topic?

A Likert scale (yes, Likert with a T) is interesting because it attaches a number to answers that would otherwise stay vague [02:39]. You've probably seen these scales before without knowing the name.

Take the example of conflict management [03:20]. Here are four statements measured on a five-degree scale, where the client rates how much they agree:

"I hate conflict." The client feels neutral and picks three, undecided.
"I always win when there's conflict." Not true for them, so they disagree and pick two.
"I can pinpoint the source of the conflicts I'm in." No idea how, so they strongly disagree.
"I care about the relationship more than about winning." Totally true, so they strongly agree.

Once the coachee scores each statement, you can read exactly where they stand and where you can help. That's the real payoff: the numbers point straight at the gaps you'll coach them through.

Your challenge: write five assessment questions

Now connect this to your previous work. Remember the topic you built your 50 questions or concept map around? Bring it back and design a short sample assessment from it [05:01].

Pick the topic you already explored.
Write five questions you'd put in a diagnostic assessment.
Choose whichever models fit, one, two, or all three.
Post them in the discussion board.
Give feedback on other people's questions.

This isn't a real assessment yet, just a sample to practice the thinking. But writing those five questions forces you to decide what actually matters to measure.

So which format will you reach for first: problem-solving, true or false, or the Likert scale? Share your five questions and go amaze the world.

Resumen

What makes a good coaching assessment reliable and valid?

A strong assessment stands on three characteristics, and skipping any of them weakens the whole thing.

It should be reliable, meaning replicable, precise, and accurate. Run it twice and you get consistent results.
It should be valid, meaning the results actually represent reality and reflect what's really going on.
It should be feasible, meaning it's simple logistically, easy to complete, and easy to correct.

What is a diagnostic assessment in coaching? It's a snapshot of a person's knowledge level at a specific moment. It gives the coach a baseline to measure how much a potential client understands before the program begins.

What are the three ways to assess a client's knowledge?

There are many ways to measure knowledge, but three stand out as especially practical [01:29]. You can pick one or combine several depending on how much depth you want.

Problem-solving. You give your client a specific problem to solve so you can assess how they think, how they process information, and how they present results.
True or false questions. A simpler, quantitative route. You check which answers are correct and get a clear count of what they know.
Likert scale. A qualitative approach that assigns numbers to opinion-based answers, so you capture attitude and perception, not just facts.

What is a Likert scale? It's a rating system, often five degrees, that turns qualitative answers into numbers. A client rates how much they agree with a statement, so you can score subjective opinions and compare them.

How do you build a Likert scale for a coaching topic?

Take the example of conflict management [03:20]. Here are four statements measured on a five-degree scale, where the client rates how much they agree:

"I hate conflict." The client feels neutral and picks three, undecided.
"I always win when there's conflict." Not true for them, so they disagree and pick two.
"I can pinpoint the source of the conflicts I'm in." No idea how, so they strongly disagree.
"I care about the relationship more than about winning." Totally true, so they strongly agree.

Once the coachee scores each statement, you can read exactly where they stand and where you can help. That's the real payoff: the numbers point straight at the gaps you'll coach them through.

Your challenge: write five assessment questions

Now connect this to your previous work. Remember the topic you built your 50 questions or concept map around? Bring it back and design a short sample assessment from it [05:01].

Pick the topic you already explored.
Write five questions you'd put in a diagnostic assessment.
Choose whichever models fit, one, two, or all three.
Post them in the discussion board.
Give feedback on other people's questions.

This isn't a real assessment yet, just a sample to practice the thinking. But writing those five questions forces you to decide what actually matters to measure.

So which format will you reach for first: problem-solving, true or false, or the Likert scale? Share your five questions and go amaze the world.

Coaching: what it is and what it's not

Five Modules to Become a Coach

How to Give Feedback Without Triggering Anger

Why Coaching Beats Courses for Soft Skills

How to Know If Coaching Is Right for You

The Triple Test to Know If You're Coach Material

The coach skillset

Habilidades de Coaching: Mapas Conceptuales y Conocimiento Experto

The 4 emotional intelligence skills every coach needs

Experiência profissional: a base para virar coach

Tres fuentes para construir tu reputación como coach

Rate Yourself: Ready to Coach or Be Coached?

How to design a coaching program

Construcción de un Marco Teórico en Programas de Coaching

How to design a diagnostic coaching assessment

How to Build a Transparent Coaching Report

Session Zero: Building Coaching Rapport Before Day One

The ABC method for a real coaching session

How to Close a Coaching Program Well

Building my first coaching session

Your First Coaching Session: Five Steps to Prepare

Sorting Facts, Meanings, and Emotions in Coaching

Reframing victim statements into coachable challenges

99 Bad Ideas to Find One Genius Solution

El efecto Pigmalión al asignar tareas de coaching

Prepare, film, and get feedback: your first session

Coaching as a business

Tres fuentes de autoridad para ser coach

Think of yourself as a coaching author

Create, market, sell, coach: the business model

What comes after coaching fundamentals

How to design a diagnostic coaching assessment

Progreso del curso

Coaching: what it is and what it's not

The coach skillset

How to design a coaching program

Building my first coaching session

Coaching as a business

Recursos

Recursos