Performance Coaching
Performance coaching is a transformative practice where a coach facilitates an individual’s progress and action planning without offering personal opinions or advice. This method supports employees in enhancing their current performance or, for already effective employees, becoming even more effective. Performance coaching is most beneficial when managers fully embrace its potential.
Benefits of Performance Coaching:
Many organizations fail to systematically integrate performance coaching into their talent development, often assigning the responsibility to managers without a comprehensive strategy. When properly implemented, performance coaching offers numerous advantages:
- Addresses performance issues, saving both time and costs associated with underperformance.
- Enhances skills, allowing employees to take on more tasks and freeing managers to focus on critical issues like strategic planning.
- Boosts productivity by promoting smarter work techniques.
- Develops top talent who can assume higher roles within the company.
- Increases employee retention as individuals feel valued when their skills development is supported.
- Utilizes resources effectively, often costing less than formal training programs.
- Empowers employees, encouraging them to take responsibility for their growth.
Coaching Steps to Follow
Performance coaching is a continuous, systematic process involving several key steps:
Observe
Start by impartially observing an employee performing their duties under normal conditions to assess skill application and identify any performance gaps.
Discuss
Engage in a mutual discussion about the employee’s performance, focusing on both achievements and areas for improvement. Facilitate an open dialogue about potential solutions and continuous improvement for high performers.
Agree
Collaboratively agree on the reality of the employee’s performance and what can be done to enhance it. Develop a written action plan outlining steps for the employee, manager, and possibly HR to address any identified issues.
Plan
Define specific behaviors that need improvement, set measurable goals, and create a timeline for achieving these objectives.
Follow up
Regularly check in on the employee’s progress, acknowledge positive efforts, and adjust the plan as necessary to overcome any barriers.
Confidence
Express confidence in the employee’s ability to resolve issues and improve, involving them in the solution process.
Focus
Clearly articulate any performance problems, focusing on behaviors rather than personal traits, and discuss actionable solutions.
Determine
Identify any external barriers to performance, such as inadequate resources or training, and work on strategies to remove these obstacles.
Common Coaching Mistakes
Reactive Coaching
Waiting to coach only when problems arise instead of providing continuous feedback.
Delayed Feedback
Not addressing performance issues promptly, which can lead to entrenched behaviors and performance gaps.
Negative Focus
Concentrating solely on mistakes without acknowledging positive achievements.
Conclusion
Performance coaching is not about assigning blame but collaborating with the employee to solve performance issues and enhance their contributions to the team. Successful coaching can transform an employee’s performance and contribute significantly to organizational success. At Strengthscape, we offer performance coaching to help individuals reach their full potential, thereby driving company performance and fostering sustainable growth.
