Performance Coaching

Performance Coaching

Most organisation need to meet their corporate goals, which might include increased profitability, stakeholder value, excellent customer relationships, corporate social responsibility and a sound reputation in the market place. The only way any organisation can meet its corporate goals consistently and effectively is through the high performance of the individuals within the organisation. Therefore, organisations need to:

Communicate:

Ensure everyone in the business understands how their performance contributes to meeting the corporate goals and fully understands what they need to do to make that contribution.

Monitor Performance:

Introduce regular appraisals and constructive feedback.  Ensure that everyone in the business is performing effectively and so fully contributing to the corporate goals

Develop Excellent Leadership Skills:

Identify and give the support and encouragement people need to perform effectively and fully contribute.

Recognise and Reward High Performance: Encourage, give positive feedback, promote, give added responsibility, bonuses and, where possible, financial incentives (not always necessary if other criteria fulfilled).

Address Low Performance: Many managers tend to avoid confronting poorly performing staff.  This has a very detrimental effect on others who are performing to the best of their ability.  Poor performance always must be addressed quickly and efficiently before it spreads to other employees.

Performance coaching addresses the gap between low performance and high performance, by identifying obstacles to improvement and finding solutions to these blocks.  A typical performance coaching programme would comprise an initial confidential psychometric assessment or 360º feedback/appraisal  session with a qualified coach (usually three hours) followed by two-three 2 hour sessions.

The result will be either that the employee improves his/her performance – or, occasionally, they will decide that their current role is not suited for them and they may decide leave.  Either way, it is a win/win situation for your organisation, as under-performing members of staff are not good for your business.