TCS Executive Coaching Survey ("I have not been coached but I know someone who has been coached

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* 1. I am working in...

Human Resources

Top Management

Senior Management

Middle Management

Other (please specify)

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* 2. Please indicate your email address if you wish to receive the results of this survey. Your email address will not be used for any other purpose and will be kept in strict confidentiality.

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* 3. Are you familiar with...

Coaches’ certification (= what studies the coaches have done)?

Coaches’ accreditation (= assessment of coaches’ competencies and experience done by independent / non-profit Organizations)?

I have no idea what certification and accreditation are

Any comment?

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* 4. If you have used executive coaching (either by external or internal coach) either for yourself or some of your colleagues, was it for...

Performance-problem solving?

Behavior-problem solving?

Talent development without significant problems to solve?

Other (please specify)

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* 5. What are the top-5 factors that can decrease the effectiveness of an executive coaching program, in your experience? (Please choose 5 only)

Coaching is perceived as “punishment” by the person who is coached (= “coachee”)

The “rules of the game” of coaching are not defined

No objectives are set-up for the coaching program

There is no progress indicator(s) for the coaching program

There is no follow-up on actions decided in coaching sessions

There is no support by the hierarchy of the coachee

The coachee is not ‘ready for coaching’

The coachee does not trust the coach

The coachee is afraid of change

The coachee’s boss is not supportive

The coachee’s boss is a ‘bad’ role-model

The coach lacks understanding of the context

The coach provides advice rather than help the coachee finds her/his solutions

The coach lacks credentials & experience

There is no chemistry ("good fit") between the coachee and the coach

Other (please specify)

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* 6. What are ‘good practices’ for executive coaching, in your experience?

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* 7. If you have experienced coaching, would you use coaching service again ? (if “no”, please specify your reasons)

Yes

If "no", please specify why

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* 8. Please rate the effectiveness for “PERFORMANCE IMPROVEMENT” of the following people-development methods in your experience

	Very low	Low	Moderate	High	Very high
Reading	Reading Very low	Reading Low	Reading Moderate	Reading High	Reading Very high
Traditional training (classroom style)	Traditional training (classroom style) Very low	Traditional training (classroom style) Low	Traditional training (classroom style) Moderate	Traditional training (classroom style) High	Traditional training (classroom style) Very high
On-the-job training	On-the-job training Very low	On-the-job training Low	On-the-job training Moderate	On-the-job training High	On-the-job training Very high
Activity-based workshop	Activity-based workshop Very low	Activity-based workshop Low	Activity-based workshop Moderate	Activity-based workshop High	Activity-based workshop Very high
Observation	Observation Very low	Observation Low	Observation Moderate	Observation High	Observation Very high
Project Assignment	Project Assignment Very low	Project Assignment Low	Project Assignment Moderate	Project Assignment High	Project Assignment Very high
Shadowing	Shadowing Very low	Shadowing Low	Shadowing Moderate	Shadowing High	Shadowing Very high
Acting or filling-in (a position)	Acting or filling-in (a position) Very low	Acting or filling-in (a position) Low	Acting or filling-in (a position) Moderate	Acting or filling-in (a position) High	Acting or filling-in (a position) Very high
Job-rotation	Job-rotation Very low	Job-rotation Low	Job-rotation Moderate	Job-rotation High	Job-rotation Very high
E-Learning / Self-Study	E-Learning / Self-Study Very low	E-Learning / Self-Study Low	E-Learning / Self-Study Moderate	E-Learning / Self-Study High	E-Learning / Self-Study Very high
Mentoring (=transfer of knowledge and experience by a more senior employee)	Mentoring (=transfer of knowledge and experience by a more senior employee) Very low	Mentoring (=transfer of knowledge and experience by a more senior employee) Low	Mentoring (=transfer of knowledge and experience by a more senior employee) Moderate	Mentoring (=transfer of knowledge and experience by a more senior employee) High	Mentoring (=transfer of knowledge and experience by a more senior employee) Very high
One-on-one Coaching	One-on-one Coaching Very low	One-on-one Coaching Low	One-on-one Coaching Moderate	One-on-one Coaching High	One-on-one Coaching Very high
Teaching others	Teaching others Very low	Teaching others Low	Teaching others Moderate	Teaching others High	Teaching others Very high

Any comment?

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* 9. Please rate the effectiveness for “BEHAVIOR IMPROVEMENT” of the following people-development methods in your experience

	Very low	Low	Moderate	High	Very high
Reading	Reading Very low	Reading Low	Reading Moderate	Reading High	Reading Very high
Traditional training (classroom style)	Traditional training (classroom style) Very low	Traditional training (classroom style) Low	Traditional training (classroom style) Moderate	Traditional training (classroom style) High	Traditional training (classroom style) Very high
On-the-job training	On-the-job training Very low	On-the-job training Low	On-the-job training Moderate	On-the-job training High	On-the-job training Very high
Activity-based workshop	Activity-based workshop Very low	Activity-based workshop Low	Activity-based workshop Moderate	Activity-based workshop High	Activity-based workshop Very high
Observation	Observation Very low	Observation Low	Observation Moderate	Observation High	Observation Very high
Project Assignment	Project Assignment Very low	Project Assignment Low	Project Assignment Moderate	Project Assignment High	Project Assignment Very high
Shadowing	Shadowing Very low	Shadowing Low	Shadowing Moderate	Shadowing High	Shadowing Very high
Acting or filling-in (a position)	Acting or filling-in (a position) Very low	Acting or filling-in (a position) Low	Acting or filling-in (a position) Moderate	Acting or filling-in (a position) High	Acting or filling-in (a position) Very high
Job-rotation	Job-rotation Very low	Job-rotation Low	Job-rotation Moderate	Job-rotation High	Job-rotation Very high
E-Learning / Self-Study	E-Learning / Self-Study Very low	E-Learning / Self-Study Low	E-Learning / Self-Study Moderate	E-Learning / Self-Study High	E-Learning / Self-Study Very high
Mentoring (=transfer of knowledge and experience by a more senior employee)	Mentoring (=transfer of knowledge and experience by a more senior employee) Very low	Mentoring (=transfer of knowledge and experience by a more senior employee) Low	Mentoring (=transfer of knowledge and experience by a more senior employee) Moderate	Mentoring (=transfer of knowledge and experience by a more senior employee) High	Mentoring (=transfer of knowledge and experience by a more senior employee) Very high
One-on-one Coaching	One-on-one Coaching Very low	One-on-one Coaching Low	One-on-one Coaching Moderate	One-on-one Coaching High	One-on-one Coaching Very high
Teaching others	Teaching others Very low	Teaching others Low	Teaching others Moderate	Teaching others High	Teaching others Very high

Any comment?

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* 10. What is your view about the use of one-on-one executive coaching in Thailand in the next 3 years?

Will decrease significantly

Will decrease

Will not change

Will increase

Will significantly increase

Thank you so much for your participation in this survey!
We will share its findings and outcome with you.
With best regards from Thailand Coaching Society.