Coaching for Improved Performance

Coaching is all about encouraging, and challenging others to perform at their best. It is as simple as noticing how an employee is performing and then letting them know you noticed. It is about letting people know that, “What they do Matters.” The key is knowing the people you work with and knowing the best way of presenting them with rewards and challenges.

Coaches perform four tasks in the work place. They are:

Communicating, Influencing, Facilitating, & Tutoring.

You can think of the functions in this way:

1. Communicating – When you see behavior good or bad, Say it! Don’t accept poor performance. Listen to what is being said and not said.
2. Influencing – Great coaches rarely give direct advice. They ask questions so the individual can get clarification.
3. Facilitating – Has the tribal knowledge, let’s people know the politics, the ins & outs of the organization. Expresses concerns
4. Tutoring – Teaches the technical knowledge/skill of how to perform.

There are three different times, and three different ways to let others know they matter:

• When they are doing great work – See it, Say it!
• When they are doing poor work – Make it private, make it positive, & be sensitive yet direct.
• When they are heading out the door (Performance is heading south) – State what you observed, wait for a response, remind them of the objective, ask for a specific solution, & you both agree.

Coaching is a focused conversation, using specific examples for the purpose of improving performance.   

Coaching is a means rather than an end in itself. A coachee’s performance and development do not automatically happen in positive ways because coaching is taking place. It takes time, patience and consistency.  The end result will increase employee’s performance, accountability, & dedication.