Rated on goal attainment scales and checked against workpaper notes, staff drafts and the time system, one senior's four months of coaching, reviewed for GM585 in a Unit 9 memo. Searches like "gm 585 unit 9 assignment example", "gm585 unit 9 sample" and "gm585 unit 9 example" land here.
What a finished GM585 Unit 9 progress review memo looks like
Four pages in memo form, with a half-page appendix of scales. The result leads, in one paragraph: one goal exceeded, one met, one short, and what the senior herself says changed. The three goals from her development plan fill the table beneath, each scaled from minus two, much less than expected, to plus two, much more, with the expected outcome at zero defined before coaching began. Returning notes instead of rewriting reached plus one, with [70] percent of workpapers sent back with notes against [20] at the start. Staff-drafted planning memos landed at zero, the expected level. Evenings out by seven sat at minus one through busy season. Under a heading on what the scales miss, the senior is quoted. The memo closes with what continues, what stops and the partner summary she approved.
How a GM585 Unit 9 example is structured
The memo reports outcomes for the person, not activity by the coach, so session counts appear once and never again. Goal attainment scaling was chosen because its levels were written with the senior at the start, which prevents the review from redefining success afterward. Each rating cites its record: workpaper review notes, planning memos in the engagement file, and exit times from the time system. The short goal is reported without cushioning, along with the most likely reason, a busy season in which two staff left, and the memo does not claim coaching could have prevented that. Changes the senior named herself, such as asking staff what they think before correcting them, get a section beyond the scales. The partner summary is kept deliberately brief and was agreed with her, following the confidentiality terms set when coaching began.
Result in the first paragraph
One goal above expectation, one at it, one below, and the senior's own sentence on what changed. The partner summary's existence and its agreed contents are noted here as well.
Scales written before coaching began
Each goal's five levels, minus two to plus two, were defined in the first session. The appendix reproduces them so a reader can see the review did not move the target.
Three ratings, three records
Workpapers returned with notes, from [20] to [70] percent, rated plus one; planning memos drafted by staff, rated zero; evenings out by seven, rated minus one through busy season. Each cites the record behind it.
What the scales miss
The senior describes asking staff for their view before correcting them, and two staff mention it unprompted in a feedback survey. The memo reports this as evidence of change the scales were not built to capture.
Continue, stop, and the partner's page
Delegation practice continues; the evening goal is rewritten for the next season with her. The partner receives one page she approved, covering goals and ratings but not session content.
Where marks go in GM585 Unit 9
Progress reviews in GM585 are graded on evidence of change in the person, and a memo recounting what was discussed in each session describes the coach's activity instead. Ratings with no record behind them lose marks, since the course treats a coach's impression as the weakest evidence available. Targets redefined after the fact cost ground too, which is why scales agreed at the start are credited. A review that reports only successes reads as advocacy; stronger ones report the goal that fell short with a plausible reason and without blaming the coachee. Handling of confidentiality is often assessed directly: who receives what, and whether the coachee agreed. Credit follows a memo that leads with outcomes, cites records, admits limits and plans the next period with the person.
Get a GM585 Unit 9 example written to your instructions
Share the goals from the coaching or development work your Unit 9 review covers, whatever evidence exists of progress on each, and who the memo is for. Attach the prompt and rubric. Results lead in the first memo, which is free and ready in 24-48h, each rating tied to a record and the reader's access set out plainly.
GM585 Unit 9 questions, answered
What is goal attainment scaling?
A method first developed for evaluating mental health programs and now common in coaching research, used to rate progress on individual goals. Each goal gets five defined levels, from much less than expected to much more, with the expected outcome in the middle. Because the levels are written before the work begins, the review cannot quietly lower the target afterward.
Who should receive a coaching progress review?
That depends on what was agreed at the start, and the memo should follow the agreement exactly. Often the coachee receives the full review and a sponsor or manager receives a shorter summary the coachee has approved. Where no agreement exists, ask the coachee before sharing anything. The sample addresses the senior and attaches the partner summary she signed off on.
How should a goal that fell short be reported?
Plainly, with the evidence and a likely reason. A review that softens or omits a missed goal loses credibility for the ones it reports as met. Distinguish reasons within the coachee's control from circumstances such as staffing or workload, and say what changes for the next period. The goal can be rewritten with the person rather than dropped.