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According to McKinsey, companies spend about $100 billion yearly on training employees in skills needed to improve performance. One of the main techniques used is employee performance coaching, which targets employee development and performance.
In this article, we will review the meaning of performance coaching, the processes involved, and the benefits of the performance coaching process.
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Performance coaching is a structured process that is aimed at improving the employee's performance in the workplace. It focuses on helping employees learn new skills, achieve specific personal and professional goals, enhance their strengths, and address areas of improvement.
It is a form of continuous performance management in which a performance coach tracks progress, offers first-hand support, shares feedback, and encourages continuous improvement.
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Performance coaching can take various forms, including the following:
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Performance coaching begins with the fundamental building block of accountability and goal setting, specifically and realistically. Establishing goals has been said to give an end product and scope to a project, and thus, it is helpful for a coach and coachee to set goals because it orients the two toward what should be achieved. These goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-based. Measuring and reviewing goals is much easier if they are set right at the start of the coaching process.
Constructive feedback is something that is used in performance coaching. Feedback gives people the chance to be informed about their impact, what they are doing well, and what they are doing wrong. This feedback has to be prompt, detailed, and usable for it to be most beneficial. Continuous feedback is an ongoing process for coaches to improve and develop.
Reflection, on the other hand, involves employees evaluating their performance based on the feedback they receive and considering how to improve it in the future.
Skill-based training is typically directed at creating or modifying selected behaviors crucial to an employee's job duties. These skills can include management and interpersonal skills, problem-solving skills and approaches, and even specialized skills such as conducting financial analysis. The purpose is to increase employee performance and provide the right instruments to achieve the objectives.
Another aspect of performance coaching is self-awareness. The proactive role coaches acquire in this process is that they assist employees in developing self-awareness of how they influence and what they should do. Such self-awareness enhances personnel development and creates opportunities for ever-expanding education. It also helps people note areas they do not consider, and thus, they can design methods to improve performance based on how they want them to be.
For more insight: Self-awareness in leadership.
Coaches and coachees develop specific action plans that spell out the activities required to accomplish set goals. These plans should contain information on timelines, required resources, and risks so that the coachee can easily see how to achieve a goal. This helps the coachee maintain compliance with the stated plan and make certain changes whenever new challenges surface.
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Here are a few benefits that the workforce can gain from a successful coaching program;
Effective employee performance coaching creates a supportive environment where employees can thrive and feel empowered. More benefits can be derived from personalized performance
coaching, where employees can receive honest feedback and guidance. This support increases engagement, as employees feel their organization is invested in their success.
Moreover, with successful performance coaching, issues like dissatisfaction, burnout, and frustration can be reduced.
Performance coaching can empower employees by helping them understand areas of strength and where to improve. A performance coach will help address challenges, and the coaching sessions will help individuals be accountable for their performances. This results in improved productivity and stronger alignment with organizational goals.
Example: A leader struggling with time management may benefit from coaching to learn how to prioritize tasks, delegate effectively, and meet deadlines. Over time, this results in better team outcomes and less stress for the manager.
When organizations invest in high-performance coaching, they are more likely to retain talent. When employees feel supported and see a clear path for professional development, they are more likely to stay long-term.
Reduced turnover also benefits the organization, as retaining top talent is more cost-effective than hiring and training new employees. This keeps employees more motivated and engaged in their work.
Leadership performance coaching is especially vital in creating several vital leadership competencies, including decision-making capability, conflict-solving, and strategic planning. Leadership performance coaching assists leaders in developing more insight into how they can bring out the surprises in their leadership style. It enables them to solve problems effectively, control and prevent conflicts
Coached leaders are more prepared to address many problems and mobilize employees to deliver superior performance. For instance, an executive who has been recently given a new and higher rank might begin working alongside a personal coach to enhance their strategic outlook and better liaise with other executives in the organization to avoid misunderstandings within the division of departments.
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A successful coaching program relies on the effectiveness of a coaching model. Leaders need to have the right tools to coach well and ensure consistency within the organization.
Here are a few coaching models:
This coaching model provides a structure for the coaching process, ensuring that each coaching session is focused and productive.
The model aims to assist individuals in recognizing and addressing the gaps between their current status and desired outcomes.
The CIGAR model is an acronym for Current Reality, Ideal, Gaps, Action, and Review. Let's break them down;
The CIGAR coaching model is quite effective as a goal attainment and performance tool, and it is enhanced due to the gaps in the analysis between the current situation and the desired state. One has to note that it is indeed possible to have this model come with a review feature, which would be helpful in coaching.
It is important to begin by recognizing that no strategy, no matter how successful, nor any coaching model, no matter how effective, will remain relevant forever. They must be constantly reviewed and developed to sustain and progress further.
This coaching model is designed for behavioral change within an organization. Many performance coaches prefer the FUEL model because it focuses on the overall growth of an individual. It also helps coaches have structured conversations with their clients.
The FUEL model is based on the premise that all clients have different needs and that these needs can be met by having candid conversations to understand the areas that require improvements.
FUEL coaching model stands for Frame the conversation, Understand the current state, Explore the desired state, and Lay out the success plan.
The coach and coaches converse and agree on the coaching process, purpose, and expectations. This helps identify the performance objectives and performance improvement plan.
The coach asks open-ended questions to clarify the current situation. This process helps the employee identify any beliefs that may affect their behavior and offers a perspective on the need for change.
For instance, In what ways are your actions affecting you and those around you?
What do you think is challenging? and How does it impact your goals?
This is where a coach's two-way communication skills are required, in this instance, their active listening skills. A good coach will provide an environment where the client can feel free to share their desired outcomes. Then, both parties can design a vision of success and mutually agree on how to achieve the goal.
Lastly,
At this stage, a personalized action plan is created to achieve the desired outcomes. The plan must be realistic, achievable, specific, and within a certain time frame. It must also be the coachee's plan, and they should be responsible for it.
The FUEL coaching model is ideal for coaches who want to evaluate and analyze the coachee's situations. It is commonly used in developing high-potential employees, executive coaching, and establishing development action plans. The FUEL coaching model benefits both the coachee and the coach, allowing the coach to practice leadership skills such as motivation, communication, and coaching.
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A performance coach effectively facilitates the integration of new employees into their new jobs because it involves assessing and developing performance needs.
For Example, A new software developer might receive coaching to learn the coding standards and software development practices, ensuring they can contribute effectively to projects within their first few months.
Organizations temporarily remove people from regular work, make them managers, and then coach them to learn how to steer employees and make effective decisions.
For Example, an employee who has recently been transferred to the headship of a specific department may be advised on how best to manage that department, bearing in mind that their previous roles may not have prepared them well enough to head a department.
Performance coaching is appropriate when an employee is not effective and needs to be trained on how and what to do to improve performance
Coaching as an application assists in developing high-ranking performers in the organization due to information on feedback and learning, focusing on succession management for future leaders.
Example: A high-performing project leader with the potential for an executive role might receive coaching to develop strategic planning skills, improve financial awareness, and gain exposure to cross-functional leadership. This coaching prepares them for a smooth transition into a senior leadership position.
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A performance coach is key to ensuring that the coaching improves performance. The right coach can make a significant impact in achieving success. Here are a few factors to consider when selecting a performance coach:
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