Survey Templates

Survey templates for leadership development and coaching evaluation

Not sure what questions to ask? These three templates cover the most common evaluation scenarios for leadership programs and coaching engagements. Use them as-is or customize them to fit your context.

Post-Program Evaluation

The standard post-program evaluation template. Use this after a workshop, training session, or leadership development program to measure participant satisfaction, learning, and likelihood to recommend. These training evaluation questions cover Kirkpatrick Level 1 (reaction) and touch on Level 2 (learning).

7 questions

1. The program content was relevant to my role Agreement 1–5
2. I gained new knowledge or skills from this program Agreement 1–5
3. I am confident I can apply what I learned Confidence 1–5
4. The facilitator was effective Effectiveness 1–5
5. I would recommend this program to a colleague Likelihood 1–10
6. What was the most valuable aspect of the program? Open text
7. What could be improved? Open text

This template works well for single-day workshops, multi-day programs, and conference sessions. The NPS-style question (number 5) gives you a single benchmark metric; the open-text questions surface the specifics.

Post-Coaching Feedback

Designed for coaching feedback collection at the end of an engagement or after a milestone session. These coaching feedback questions focus on relationship quality, perceived progress, and specific suggestions. Keep it short — coachees are more likely to respond when it takes less than two minutes.

6 questions

1. My coach understood my goals and challenges Agreement 1–5
2. The coaching sessions were a good use of my time Agreement 1–5
3. I have made progress toward my coaching goals Extent 1–5
4. I would recommend this coach to a colleague Likelihood 1–10
5. What was most helpful about your coaching experience? Open text
6. Is there anything your coach could do differently? Open text

Coaching evaluations work best when coaches see aggregate results only. Coachees give more honest feedback when they know individual responses won't land back in their next session. ImpactCheck enforces this by default in both anonymous and named modes: coaches see aggregates, never individual rows. Pick named mode if you need to integrate with your coaching platform or follow up on safeguarding flags; pick anonymous if you don't.

Retrospective Impact Survey

This template uses the retrospective (post-then-pre) methodology to measure actual behavior change. Its scale questions are written to be asked both ways: where the participant is now and where they were before the program. The difference is the impact score. This approach avoids the response-shift bias that undermines traditional pre-post designs.

Before-and-after is a toggle on each scale question. Create the survey, then switch it on for the questions where a shift is what you want to show. Learn why this matters.

5 questions

1. I am confident applying what I learned to my day-to-day work Confidence 1–5 before + after
2. I effectively use the skills covered in this program Frequency 1–5 before + after
3. I feel prepared to handle challenges related to [topic] Confidence 1–5 before + after
4. What has changed most for you since the program? Open text
5. What support would help you continue applying what you learned? Open text

This template is best suited for multi-session programs, coaching engagements of six or more sessions, and management development cohorts where the goal is sustained behavior change. The shift score for each question shows clients exactly how much participants believe they've changed.

How to customize these templates

These templates are starting points, not prescriptions. Every program is different, and your survey should reflect what you actually need to know. Here are the most common ways people adapt them.

Add or remove questions

Shorter surveys get higher completion rates. If you don't need to measure facilitator effectiveness, remove that question. If you need to assess a specific competency, add it. Five to eight questions is the sweet spot for most evaluations.

Change scale types

ImpactCheck supports agreement, frequency, confidence, effectiveness, and likelihood scales, plus a 1–10 NPS-style scale. Pick the one that matches what you're measuring. "I can apply what I learned" works better with a confidence scale than an agreement scale.

Reorder questions

Put the most important questions first. Respondents who drop off mid-survey will at least have answered your priority items. Open-text questions generally work best at the end.

Mix survey types

You can combine standard post-program questions with retrospective (before + after) questions in a single survey. For example, measure satisfaction with a standard scale and behavior change with a retrospective scale.

Use these templates in minutes

Start a free ImpactCheck trial, pick a template, tune the questions to your program, and either share a link or send invitations to your participant list. No credit card, no setup fee.

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