Using the wrong assessment or diagnostic tool, or using them incorrectly, can do more harm than good for the individuals and teams we are supposed to be helping.
Posts related directly to individual performance and coaching
So you think you know what works in Executive Coaching. I thought I knew....
There is a belief that improving team performance should start with the "soft stuff" and that it is the role of HR to do that 'soft and fluffy stuff'.
There is a common practice when coaching teams to maintain the confidentiality of any one to one interviews. But does this really serve the team well?