Part 1: Coaching for Performance Develop a strategy for how you will approach the coaching session with the employee, including what you plan to discuss and any questions you may have when you debrief. Learning Objective 1.1: Develop a coaching strategy to support professional development Development of a strategy for how to approach the coaching session with the employee, including what to discuss and any questions for the debrief, is vague, inaccurate, or incomplete, or response is not present. Response provides an adequate development of a strategy for how to approach the coaching session with the employee, including what to discuss and any questions for the debrief. Response provides a thorough and detailed development of a strategy for how to approach the coaching session with the employee, including what to discuss and any questions for the debrief. Evaluate if you accomplished the objectives you set out to accomplish, including an explain why or why not. Learning Objective 1.2.1: Evaluate the effect of preparation on a coaching experience Evaluation of whether you accomplished the objectives you set out to accomplish, including an explanation of why or why not, is vague, inaccurate, or incomplete, or response is not present. Response provides an adequate evaluation of whether you accomplished the objectives you set out to accomplish, including an explanation of why or why not. Response provides a thorough and detailed evaluation of whether you accomplished the objectives you set out to accomplish, including an explanation of why or why not. 2021 Walden University, LLC 2 Rubric Criteria Does Not Meet Expectations Meets Expectations Exceeds Expectations Evaluate what effects (positive and negative, if applicable) your preparation had on the outcome, including a rationale to support your assessment. Learning Objective 1.2.2: Evaluate the effect of preparation on a coaching experience Evaluation of what effects (positive and negative, if applicable) your preparation had on the outcome, including a rationale to support your assessment, is vague, inaccurate, or incomplete, or response is not present. Response provides an adequate Evaluation of what effects (positive and negative, if applicable) your preparation had on the outcome, including a rationale to support your assessment. Response provides a thorough and detailed Evaluation of what effects (positive and negative, if applicable) your preparation had on the outcome, including a rationale to support your assessment. Assess what you felt you did particularly well in your coaching session, including what you might have done differently or what improvements you would make. Learning Objective 1.3: Assess strengths and areas of improvement of a coaching experience Assessment of what you felt you did particularly well in your coaching session, including what you might have done differently or what improvements you would make, is vague, inaccurate, or incomplete, or response is not present. Response provides an adequate assessment of what you felt you did particularly well in your coaching session, including what you might have done differently or what improvements you would make. Response provides a thorough, detailed, and cohesive assessment of what you felt you did particularly well in your coaching session, including what you might have done differently or what improvements you would make. Assess how the employee responded within the coaching session, including insights you gained that would be helpful Assessment of how the employee responded within the coaching session, including insights you gained for future coaching sessions and your Response provides an adequate assessment of how the employee responded within the coaching session, including insights you gained for Response provides a thorough, detailed, and cohesive assessment of how the employee responded within the coaching session, including 2021 Walden University, LLC 3 Rubric Criteria Does Not Meet Expectations Meets Expectations Exceeds Expectations for future coaching sessions with the employee and your prediction for how the employee's behavior will change (or not) as a result of this coaching session. Learning Objective 1.4: Assess the impact of coaching on employees prediction for how the employee's behavior will change (or not), is vague, inaccurate, or incomplete, or response is not present. future coaching sessions and your prediction for how the employee's behavior will change (or not). insights you gained for future coaching sessions and your prediction for how the employee's behavior will change (or not). Evaluate at least one specific action you will take as a result of this experience to aid you further in your development as a manager and as a coach. Learning Objective 1.5: Evaluate actions that can be taken to improve managing and coaching abilities Evaluation of at least one specific action you will take as a result of this experience to aid in your development as a manager and as a coach is vague, inaccurate, or incomplete, or response is not present. Response provides an adequate evaluation of at least one specific action you will take as a result of this experience to aid in your development as a manager and as a coach. Response provides a thorough and detailed evaluation of at least one specific action you will take as a result of this experience to aid in your development as a manager and as a coach.