Coach-ability Assessment for Leaders Assessing Employees (2025)

Coachability Assessment for Leaders Assessing Employees — Short Version (July 2025 Edition)
Hi there! 👋

Thank you for taking the time to complete this short Leader-to-Employee Coaching Assessment.

Your insights will help us create a meaningful and personalized QALMS Coaching Plan focused on growth, collaboration, and leadership readiness.

Please answer honestly and thoughtfully — it takes just a few minutes to complete.

— Tim Hagen

Section 1: Overview & Video
📹 Welcome! Before you begin, please watch this short video.

Before you begin this assessment, I’ve recorded a short video to guide you through the process.

In this video, I explain what information I’ll be asking for, why each part matters, and how your responses will be used to generate a customized QALMS-based Coaching Plan for your employee.

Please take a moment to watch the video below — it will help you understand exactly what to expect and how to get the most value from this assessment.
Section 2: Basic Information
Full Name:

First NameLast Name
Email Address:
We will send a confirmation and follow-up communication to this address.
Company Name:
Enter the name of your organization or team.
Employee Name (Person Being Assessed):
Please provide the full name of the employee you are assessing.
Please enter the employee’s current job title.
Please specify your job title or role. This helps us better understand your coaching perspective and responsibilities.

Section 3: Goal Setting
Primary Goal for the Next 12 Months:
Describe what success would look like over the next year if coaching goes well for this employee.Examples: improved communication, stronger leadership readiness, better teamwork, etc.
Optional Goal Details - please check this box
Optional
If you feel it’s helpful, you may also answer the two optional questions below. These are not required, but they can provide extra clarity about secondary goals or early progress you expect from the employee.
Secondary Goal You Want This Employee to Achieve:
List an additional meaningful goal that could support the employee’s long-term growth.
What Would Meaningful Progress Look Like in the First 90 Days?
Describe any early milestones, behavior changes, or improvements you hope to see within the first three months of coaching.
Section 4: Areas for Improvement
#1 Area the Employee Can Improve:
#2 Area the Employee Can Improve:
#3 Area the Employee Can Improve:
#4 Area the Employee Can Improve:
If you have additional areas in mind, please check this box
#5 Area the Employee Can Improve:
#6 Area the Employee Can Improve:
#7 Area the Employee Can Improve:
#8 Area the Employee Can Improve:

Section 5: Motivators & Strengths
What Is This Person’s Motivator?
Examples: career growth, recognition, stability, creativity, learning new skills, etc. If you’re unsure, simply type “N/A.”
This Person’s Strengths — Please Be Specific
What does this employee consistently do well? What qualities make them effective?
Barriers to Progress — What’s Holding Them Back?
Describe any challenges, patterns, or external factors that may impact their success or growth.
Section 6: Additional Assessments
Other Assessments for This Employee - If you have additional assessment data (e.g., EQ, DISC, StrengthsFinder, Myers-Briggs)

This information helps us tailor the coaching plan more accurately.
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Which Coaching Plan Would You Like Generated?
Any Additional Notes or Requests?
Feel free to share any final details or insights that may help us personalize your coaching plan.
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Coachability Assessment for Leaders Assessing Employees — Short Version (July 2025 Edition)