Category: Performance Coaching

Phases of Performance Coaching

Performance coaching is done with the objective of improving the employees performance and moral in the organisation. The aspirations of the individuals, their goals and personal milestones in life are interweaved with those of the organizational goals and milestones and expectations.

Performance coaching also helps in the discovery of hidden potential among the coached. Often an organisation due to poor assessment skills of their line managers fails to discover the doubts that govern the actions of their employees. Performance coaching can work wonders in this area as it not only provides a platform for the coached to vent their concerns but also provide a solution by the means of counseling and motivation to help overcome his doubts there by increasing his focus and enhancing his performance.

One of the big advantages in performance coaching is that it creates a relaxed state of mind which can learn rapidly thus overcoming the shortcomings.

Performance coaching comes from the simple fact that any organisation is a team. If the composites of that team are not working in harmony then there are problems not only for the organisation as a whole but also the individuals who make up the team. Performance coaching looks to address this core issue.

We can take the example of a family event where each individual is given the responsibility to complete a task. In such events the individual not only takes the responsibility but also shows a lot of ingenuity and urge in how they fulfill that task. Thus the fear of backlash and retribution never comes into the play.

Performance coaching can help in the way that it creates an organizational pattern for behavioral change and the general outlook of how performance can be rewarded and what is to be rewarded.

Phases in the Performance Coaching process include:

• Planning/Contracting – every coaching assignment starts with an assessment of the task in hand. Organisational goals and expectation are to be considered if this is a group coaching session meant for a specific group representing an organisation. If this is an one-to-one coaching scenario then the individuals personal goals and expectations from his life are to be established first. There are no hard and first rules for coaching and for that matter high performance coaching. So a lot has to be learnt out of experience and handling coaching assignments.

• Assessment – Assessment on a regular manner is also necessary as this will help the coach to understand the improvement that the coached is showing in his work place or life.

• Development Action Planning – once the problems and aspirations are established the coach has to devise a plan which will enable the coached / employee to achieve those personal / organisation goals.

• On-going Coaching – some coaching assignments are ongoing. Usually a high performance coaching assignment can last 6-12 months. Intensive coaching although can bring dramatic results do not bring long lasting changes. That can only happen when the organisation puts its mind into coaching their employees over a long period.

• Reassessment/Measurement – between two coaching sessions an individual has to be measured and reassessed and corrective steps are to be taken in case required.

Performance Coaching

What is performance coaching?

Performance coaching is the art of performance enhancement inside the organisation. This is the form of coaching where the business organisation’s goals and aspirations are taken into account for the development of programmes specially created for the development of the motivational, organisational and communicative strengths of the employees.

Performance coaching comes from the simple fact that any organisation is a team. If the composites of that team are not working in harmony then there are problems not only for the organisation as a whole but also the individuals who make up the team. Performance coaching looks to address this core issue.

Performance coaching helps the coached to discover their latent potential. It infuses strength and helps overcome his doubts there by increasing his focus and enhancing his performance.

One of the biggest hindrances to performance is doubt as it clogs the mind thereby reducing clear vision and a clear path to think and focus into the work in hand. In that frame of mind an individual cannot work nor provide value to the organisation and its actions.

The biggest help in performance coaching is it creates a state of mind which is relaxed and prone to learn and develop. An individual in this state of mind can learn rapidly overcoming shortcomings.

Continuous Employee Development Programme

Performance coaching is a part of the continuous employee development programme initiated by the Human Resource Team of most progressive businesses around the globe. It is one of the integral parts of the modern theory that Human Resources are the most important resources of the business.

Performance coaching aims at developing the motivational levels of the company’s employees and thereby increasing their levels of performance and contribution to fulfill the larger purpose of the development of the company goals itself.

Performance coaching is designed to keep the employees up-to-date with latest management techniques, problem solving attitude and with an increased sense of belonging and being looked after will help them get focus into their jobs and start enjoying it immensely.

Corporate coaching has the following distinct advantages –

  1. Increased profitability through reduced HRD resources.
  2. Reduce manpower turnover by retaining the best employees of the organisation
  3. Reduce HR costs by reducing both hiring and training costs for the new recruits by reducing manpower turnover
  4. Increased efficiency in process through an indirect impact on the organisation performance obtained through skills which are imparted and learnt in a brainstorming coaching session.
  5. Reduce stress by increasing focus and instilling confidence among the employees that they are monitored, cared for and groomed for bigger organisational responsibilities.
  6. Platform for voice. Employees can make their issues and concerns known and discussed in a free and frank way. This in turn helps to understand what the cause of their concerns is and what changes can be implemented in the organisational process so as to eradicate those concerns.
  7. Infuse change in management styles. Some micro managers can be infused with a sense of balance in their management styles so that they can become better managers.
  8. Help managers become leader and leaders become better leaders.

Performance Coaching Process

Nine out of ten modern business firms wants their supervisors and managers to work as a performance coach for their respective teams as a part of the day to day activities. However this is an irony that the line managers and the supervisors are never given access to cutting edge research and knowledge into process coaching.

Studies into process coaching in businesses have revealed that the line managers are extremely confident about their abilities in delivering coaching to their teams. However a close study into their abilities has revealed that they are inadequate in their current skill levels to ensure that they can process coaching to their teams.

Most line managers would love to believe that process coaching is nothing but a one-to-one interaction between them and their team members. However that fact cannot be any further from the truth. Advanced process coaching requires the use of advanced development tools and strategies in self development and progressive growth in performance.

The complex behavioural pattern of a human being is something that is beyond the grasp of an ordinary line manager. He is himself not sure what are his own complex behavioural patterns are let alone trying to change the ones of his team members. The training and development programmes that we engage ourselves in would only impact our work to the extent of 20% the remaining 80% is dominated by our basic behavioural patterns.

Coaching methodologies have been divided into two basic patterns, directive and non directive methods of coaching. Performance coaching would come under the directive forms of coaching as it involves the line managers / team leaders to take time off their busy schedules and then offers coaching in terms of guidance, directives and suggestions to their team members in order to improve their performance in their day to day activities.

On the other hand in non directive methods of coaching the guidance is given so that the individual team member would be able to figure out a solution to the problem in hand themselves. In non directive forms of coaching the ultimate responsibility of the solutions figured will be with the coached and the supervisor will only assume a guiding role. In directive forms of coaching like performance coaching the supervisor will assume that responsibility.

The methods of imparting performance coaching have not changed over the years. In fact the line managers still believe that if you have a problem diagnosed with the team members then the problem can be tackled by leaving the same with the members for a few days. They will figure out a solution for the same in a few days.

What the managers can do however is to provide performance coaching through the means of day to day interactions with their team members in the course of their work every day. An in-time approach when ever coaching is required; to help them tackle a problem can have better results. A more successful approach would be through the use of personal and technical skills which are necessary to improve the efficiency levels.

Performance Coaching Model

The changing workplace

Workplace work ethics are changing by the day. Employees now look for more involvement in what they do. As such the traditional behaviour pattern of the team leader or the supervisor has to change.

The traditional coaching attitude of the supervisors has to change. They now need to be a lot more positive in working with their team to develop a strong relationship and also ensure that the full potential of the team members are fulfilled.

The Eight Step Coaching Model by Dr. Steven Stowell and Matt Starcevich

Dr. Steven Stowell and Matt Starcevich, authors of the Eight-Step coaching model speaks about a whole lot of diverse situations under which the supervisor / team leader can use the various techniques to ensure that perform the right coaching approach.

After studying countless situations under which the supervisor / team leader has to use his coaching techniques, the authors have developed this Eight Step coaching model.

These steps can be used not only in a situation where the performance of the team members are not up to the mark but also in a situation where the performance good, so that the supervisor can make amends in what they are doing and improve their performance even better.

1. Be Supportive. Supportive is an integral part of coaching. In this case however this is even more important. Support can be in various forms including but not limited to encouragement in what the team members do, listening to their problems and concerns, flexibility which can be through prioritizing the agenda and allowing for changes, assistance to team members when they need it, understanding, also by providing positive feedback where ever it is required and being open to everyone.

2. Define the problems and expectations of the situation. The coach / supervisor and the team members must sit and discuss the problems that they face, in an environment where they don’t accuse each other. It is the duty of the coach to explain the problem as also to allow the team members to explain their position and thoughts about the problem. It is the ultimate responsibility of the coach to explain what is desired from them.

3. Establish impact. The supervisor should explain the problem and the impact that it may have on them. This step is where the negative impacts are discussed. This is where a better employee engagement is ensured as the employees have the opportunity to address to the problem and also offer solutions to the same.

4. Initiate a plan. The supervisor and the employee can formulate a plan to address the problem in hand and work together to execute the plan and correct the problems.

5. Get a commitment. It is the responsibility of the coach / supervisor to get a commitment from the employees as to the completion of the action plans and also ensure that the commitments are maintained from their end.

6. Confront excuses/resistance. It is also common in business setups to confront employees who are negative minded and always suggest that improvement plans cannot work in this situation. It is the duty of the supervisor / coach to set the focus right to concentrate on what can be done rather than what cannot.

7. Clarify consequences. This step is similar to step 3 where the impact of the failure to implement the plan and the follow up consequences are discussed.

8. Never give up. Once a problem has been diagnosed and the corrective steps are initiated it takes time to get the corrective measures to take effect. It is the duty of the coach to ensure that the steps taken are persisted with and not given up in the middle of the plan. It has to be remembered that good things sometimes take time to take effect.

High Performance Coaching

Organisational Behavioural Pattern

Organizational behavioural patterns are a composition of the complex behavioural patterns that the people forming that organisation reflect. Human beings follow what they see. Organizational patterns are thus a copy of what the top level managers reflect.High Performance Coaching

Behavioural pattern from childhood

Strangely enough human beings are known to carry their childhood behavioural patterns right into the adulthood. They tend to do the things for which they are given attention to. This behavioural pattern when they move into their professional lives tends to affect the way they behave in the workplace.

If they have been loud and given attention for that in their childhood they would do exactly the same when they are in the workplace. So our average workplace is full of employees who are programmed right from their childhood.

Key to successful high performance coaching

The key to a successful high performance coaching depends on the type of leadership that the organisation has. The composition of the leadership depends on the basic behavioural pattern of the people that make it up. They way they interact with their team members, how they perceive the others outside the organisation, how calm or composed they are in an event, how do they approach solution of a problem.

They problems associated with these managers are that when they have reached a specific milestone in their careers they often have this notion that they do not need help. They carry inherent defects in their mannerism and carry their developed characteristics which are hard to change and thus affect the general manner in which they perform their duties and lead their teams.

The carrots and sticks approach

To create an environment that encourages high performance then the organisation needs to have a system of rewarding their employees. Go getters and known risk takers in the organisation need to be looked after and backed by the seniors in the organisation. They need to be promoted and create an example of the kind of behaviour that is expected from all the employees in the organisation.

This will be encourage the others and create a very strong pool of managers who are tough decision makers, go getters and will transform the organisation into a heaven for achievers.

Often barriers to organisational approach to high performance coaching come directly from the CEO / MD level. This creates lower down the level where the resistance becomes stiff as this is an organisational attitude towards change and adoption of new methodology. The notion of change often attributed to high performance coaching will without the active support of the top level management will be difficult to implement.

The CEO / MD of organisations often do not understand fully the implications of the changes that are to be implemented and often lose out on performance measurement and assessment of the organisations internal efficiency. This creates long lasting impact of the profitability of the organisation. Important changes which can create a better organisation and usher an environment of high performance coupled with a reward system that promotes it will be lost.

High performance coaching could be obtained in some of the following top notch coaching centres of India such as the insight, advent solutions, vision infinity limited, agarwal coaching classes, sahils centre for excellence and many more.