MEECO DESIGNATION REPORT 2017: MD ANDERSON III Issue May 18, 2017 | Page 8

The members of the Evaluation Committee were also asked to provide suggestions for MD
Anderson moving forward.
I don't have very much in the way of suggestions for MD Anderson. My only concern was the statement
they made in their application that much (67%) of their one-on-one coaching is REMEDIAL in nature.
This is very troubling to me as the coaching profession has worked very hard for more than a decade
to move away from remedial to developmental coaching. In spite of this one caveat, I actually believe
they are the "new Gold Standard" for the MEECO designation as they are doing.

MD Anderson measures retention rates and promotion rates. Also, MD Anderson is collecting feedback
from the supervising leader. Perhaps more can be done to set a baseline around their coaching goal(s)
with stakeholders and get feedback about the degree of progress other stakeholders see. For instance,
in some organizations a leader’s stakeholders will select 6-8 key stakeholders that start at a baseline
of 1 at the beginning in the engagement and over the course of the engagement they provide feedback
to what degree a person is showing progress up to “role model” on a scale of 1-5 (1 being no progress
at all). Also, it is not clear if MD Anderson is collecting pre and post assessment data using their