Following the “ADDIE” model for the design of development interventions, we will begin with ASSESSMENT. Here, we will implement 360-feedback to assess strengths, behaviors and results to Start, Stop and to Continue. The use of direct reports, peers, an upper manger to whom the Rev. Dr. Jones Davis reports, as well as feedback from the Rev. Dr. Jones Davis, gathering this data will enable us to quickly DIAGNOSE the key areas of endeavor for our coaching meetings. From here, the coaching interactions will be DESIGNED to focus on those key areas. Strategies will be determined that best meet the Rev. Dr. Jones Davis’ needs will be employed to break down areas of change into an anticipated progress timeline with milestones. As changes are IMPLEMENTED, we will continue to EVALUATE, re-assess, diagnose, redesign and implement as needed.
A word about 360 degree feedback. Feedback is critical to performance improvement. Multi-rater, or 360° feedback uses a combination of self-ratings and ratings from stakeholders (“customers,” managers, employees and others) to help generate a more complete picture of strengths and opportunities for growth. These assessments have been shown to have a degree of validity and reliability, particularly in stable organizations such as the Christian Theological Seminary. Accountability in coaching—regular meetings—exists to help “granulate in” changes in habits and behaviors and to prevent recidivism to past strategies for performance.