A Quote by Sheila Heen

Evaluation and coaching get tangled together. When this occurs, the noise of evaluation drowns out coaching efforts. Think of this like a term paper. When you get your assignment grade back (evaluation) you tend to tune out the professor notes in the margins (coaching) if the grade is higher or lower than expected.
To be the best next-generation leader you can be, you must enlist the help of others. Self-evaluation is helpful, but evaluation from someone else is essential. You need a leadership coach. Coaching enables a leader to go further faster.
Evaluation is creation: hear it, you creators! Evaluating is itself the most valuable treasure of all that we value. It is only through evaluation that value exists: and without evaluation the nut of existence would be hollow. Hear it, you creators!
It is an assumption that there is always one single dimension for assessing persons and their actions that has canonical priority. This is the dimension of moral evaluation; "good/evil" is supposed always to trump any other form of evaluation, but that is an assumption, probably the result of the long history of the Christianisation and then gradual de-Christianisation of Europe, which one need not make. Evaluation need not mean moral evaluation, but might include assessments of efficiency, ... simplicity, perspicuousness, aesthetic appeal, and so on.
More important than innate disposition, objective experience, and environment is the subjective evaluation of these. Furthermore, this evaluation stands in a certain, often strange, relation to reality.
I received my Master's degree from the University of Utah while coaching at Granite High School. I obtained my doctorate from BYU while coaching. I pursued these degrees to prepare myself if coaching didn't work out.
There are three kinds of feedback and organizations must utilize all three to be effective: 1. Evaluation. This rates you against standards and peers. It lets you know where you stand. 2. Coaching. This information helps you get better and learn. It is an engine for learning. 3. Appreciation. Most desire for feedback is usually for appreciation. It motivates us.
Bach, of course, was my first love. He still is. I mean, he's the man of my life, that's for sure. And when I say that there's been a re-evaluation, look, to be perfectly honest, I think I have a re-evaluation of my relationship with Bach probably every day, and that will never stop. And that's probably why I still get up in the morning and I do this.
You can only get so far from an evaluation standpoint in practice, and you know, at some point, you've got to go play and kind of take that next step in the evaluation of just where you are and then grow and make adjustments as you go throughout the year.
Coaching to me is correcting mistakes and trying to get your players to think. If raising your voice occasionally gets them to think better, then that's called coaching.
When I taught, the way in which we got evaluated is what I used to call the drive-by evaluation. Somebody would come in for 20 minutes with a checklist, and that would be your evaluation. So it was clearly a snapshot.
A coach can't be concerned with the poor ballplayer. If the player can't make it, he's got to be out right away. It's a very tough aspect of coaching, and in this aspect I was weak. Also, some guys get fat on coaching, they get healthy and strong, but other guys get ulcers.
But I think sometimes, coaching less is better. That's the art of coaching, figuring out with each kid what is the right way to approach it?
When you're on TV, you're still coaching, believe it or not. You're just coaching America, you're not coaching one team.
Different ‘philosophies’ represent nothing but methods of evaluation, which may lead to empirical mis-evaluation if science and empirical facts are disregarded.
I didn't get into coaching to make money. I got into this for the coaching and teaching part.
A big part of me has been tied to coaching and I want to get into coaching and make a difference that way.
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