Performance Coaching Overview
Performance coaching (aka feedback coaching) enhances an individuals or a teams performance in their role by developing performance-enhancing behaviours. Performance coaching is also used to minimise or remove performance-limiting behaviours that create obstacles or blockages in the path of the indiviual’s optimum performance.
Performance coaching is usually requested by an organisation wishing to improve the performance of key individuals and as a result the organisation forms the agenda for this type of coaching. The organisation is usually the main beneficiary of this type of coaching.
Performance coaching is best suited to unlocking latent potential within individuals and teams. It can be used in other areas also as identified in the sections below.
Performance coaching usually has a duration of three to six months. The coach and the coachee meet for an hour every week or fortnight depending on the need of the leader or the organisation.
As Part Of A Transition Management Strategy
Another application for performance coaching is to provide support for individuals, usually executives, that have recently joined an organisation. The coaching can be instrumental in helping them to hit the ground running.
Click here to find our more about New Thought Leaders executive transition management programme “The First 100 days”.
A Tonic For Underperformance
Performance coaching can also be used to address issues of underperformance in teams or individuals. Coaching that is applied to improving underperformance is often referred to as remedial coaching.
If performance coaching is used in this manner, great skill and tact is needed on the part of the business coach because individuals and teams can become easily demoralised as they may feel victimised or bullied because their lack of performance is under scrutiny. Extra steps are taken in these circumstances to ensure that the coachee is appropriately and fully engaged to ensure the success of the coaching.
At New Thought Leader we always request that at some point before this type of coaching commences, a three-way meeting is arranged between the sponsor, usually a HR representative, the coachee (the person being coached) and the coach. The purpose of this meeting is to ensure that the goals of the coaching are clear and transparent to all parties. This meeting is also a good way for the coach to ensure that no party has any hidden agendas. Taking this very necessary step increases the potential for the coaching to succeed.
As Part Of A Change Management Initiative
Performance coaching is also very useful in times of organisational change. Many people are resistant to change and as a result their performance is likely to drop while the change process is occurring. This is a perfectly natural occurrence, but sometimes this drop in performance can be devastating to a high-flying individual. Providing a coach to support them during times of transition helps develop trust and appreciation in the executive and as a result they feel a greater sense of loyalty to the organisation. This is one of the many intangible benefits that coaching brings as it facilitates the retention of keys individuals.
Further Reading
One of the coaching models that we use at New Thought Leader for performance coaching is NLP (Neuro-Linguistic Programming) Coaching. We have found this model to be highly effective in delivering results quickly. The NLP model of coaching also sustains the changes made during the coaching so that the benefits of the coaching are continually received long after the coach has moved on. You can learn more about NLP in other areas of this knowledgebase.
Enquire About New Thought Leader’s Performance Coaching Services
Click here to find out more about our performance coaching services.
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Tags: improve performance, low performance, performance coaching, Performance Improvement, under performance