ABSTRACT
Annual feedback, evaluation or bonus meetings confront the client with an official external performance appraisal from the organisational world. Yet, when supervisor and client collaborate, this can contribute useful new perspectives to the coaching process by identifying areas of high or low performance and thus reveal the client’s blind spots or “pain points”. Particularly when dealing with organisations as clients or when the client has been “sent” by the organisation, tools which reflect the performance of the client are used as a point of reference for the coaching goal. These tools can represent a powerful means of engaging with the client’s reality and priorities and can help to adapt, calibrate and attune the coach’s behaviour to the personality of the client.
