Individual Assessment Directions

Individual Coachability Assessment

This version of the Nine Box 2.0 was developed to measure the Coachability quotient of an individual. The assessment measures Performance and Responsiveness to Feedback – the two components of Coachability.

Time to Complete: Approximately 5 minutes

Time to Review Results: 15 to 30 minutes

 The initial coaching session is extremely important. The coach and coachee are encouraged to learn about each other, and ultimately decide whether to move forward, or not. When the Nine Box 2.0 Individual Coachability Assessment is used, an environment for a mutually rich dialogue unfolds. The Nine Box 2.0 Individual Coachability Assessment is a tool that achieves numerous objectives:

        1. The assessment helps evaluate the Coachability quotient of an individual.
        2. The assessment provides an understanding of current state, and enables a framework for how to move forward.
        3. The assessment encourages an open dialogue between a potential coachee and a coach.

About the Nine Box 2.0 Individual Coachability Assessment

Nine Box 2.0 Assessment Image

The Nine Box 2.0 consists of 2-components; the first component is the assessment. The assessment contains 20 statements related to Feedback and 20 statements 
related to Performance. Each statement is answered utilizing a 4-point Likert scale.

The assessment takes approximately 5-minutes to complete, and 3 to 5-minutes for 
the coach to score. The individual taking the assessment should be encouraged not to overthink the statements – simply have them work through each using their gut feel or intuition.

Inform them the assessment will help reveal areas related to personal drive, how they receive feedback and assist in identifying opportunities for personal growth.

The second component is a 4-page folder that includes directions for assessment taker to follow. It also includes the Nine Box 2.0 graphic and a place for them to write his or her notes. At the end of the session, the 4-page folder is theirs to keep; the coach typically retains the completed assessment.

Preparing to Review The Results

Upon completion, they will hand the assessment to the coach. Score it by simply adding up the scores in each column and then arrive at a final score by adding across the bottom for the Performance and Feedback side of the assessment. As the coach scores the assessment, encourage the coachee to identify specific statements from the assessment they found interesting or answers they found revealing – urge them to record their thoughts in the Insights Section on page 3. At the same time, the coach should attempt to identify individual answers or specific themes that surface in the Performance and Feedback sections of the assessment. For instance, a coach might note.

  • In the Performance section: Seems to “take too much on.” Has a “get it done” attitude. Interesting, doesn’t celebrate personal successes. 
  • In the Feedback section: States they’re very responsive to feedback however doesn’t seem to set aside time to reflect on what’s working or not. May not deal with their emotions in a healthy manner – need to learn more. 

These reference points often become topics to explore when reviewing the assessment with the coachee. The resultant discussion is commonly the glue from which to move forward.

Reviewing the Individual Assessment

Nine Box 2.0 with score

Upon completion of scoring, the coachee is generally anxious to know their score and what it means. Go ahead, provide them their score and have them place it in the Nine Box 2.0 graphic on page 3. During this juncture, the conversation will seamlessly transition away from simply talking about the score and toward looking at their Nine Box 2.0 picture and discussing what it means. Asking a coachee a simple question like, “What are your thoughts . . .” is often the transition point where the interaction moves away from being an interview, and toward a coaching dialogue. It’s seamless and very powerful.

The dialogue will naturally evolve from this point. For instance, a coach might state, “I noticed something in the Performance section I’d like to explore with you. Would you be open to that?

Coachee: “Sure. What did you see?” 

Coach: “I found it interesting that you appear to be a hard driver, yet you don’t seem to celebrate your successes. Could you tell me more?”

Coachee: “Interesting that you picked up on that. I tend to be very focused at work and really hard on myself. Even though I’m regarded as an emergent leader here, internally I don’t feel like I’m very successful . . .”

Toward the end of the session, the coach should have a solid understanding and appreciation of the potential coachee, and how to move forward. Likewise, the potential coachee should have a solid understanding of the coaching interaction, and how a coach could help them in their personal development. The coachee should also be in a position to make a commitment. 

 If the agreement is yes, the coach should be prepared to provide a “Next Step” assignment for the new coachee to complete prior to the next coaching session.

 It’s important to note that most individuals will score in the middle box. This is positive since it suggests they're coachable, yet acknowledges they have areas they could work on. If they score high on the performance axis, yet low on the feedback axis - explore this with them. Frequently, a coach might find they need to be more direct with them. If they score high on feedback, yet low on performance - again explore this with them. Sometimes issues related to sickness in the family or another distraction is a barrier to them performing at or near their potential.

Should a Coach Charge for the Assessment?

This is a personal decision. Some coaches may offer it for free, and market it accordingly. Others might see merit in charging for the assessment. The reason being, it suggests the potential coachee is serious about finding and working with a coach.