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.