Performance Coaching
Some vital questions
Disclaimer :
This information is shared with the intent of learning together to improve. Material sources are openly
available on the Internet or those which I have been exposed to while working with marquee organizations like
ICI, HUL, Cadbury, PepsiCo, Glenmark and Cipla. I have made sincere attempt to acknowledge the sources used
and regret any error / inconvenience on that account. Any interpretations contained herein are my personal
interpretations.
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1 Performance Coaching
What is Performance Coaching?
Performance coaching in the workplace refers to the use of various techniques to continuously stimulate employees to improve their skills, gain new ones,
and reach their full potential. It’s a collaborative process that takes place through everyday interactions between a manager and an employee.
3 key performance coaching done in any business environment:
1. Functional Performance Coaching aka Sales, Operations
2. Executive Performance Coaching aka Interpersonal Skills
3. Life Coaching aka Learned Optimism, Overcoming Obstacles
Performance Coaching is about intentional investment in the
Employee growth through different channels such as :
• Immediate constructive feedback
• Skill development
• Boosting employee confidence
• Greater manager support
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When is Performance Coaching Needed?
Performance coaching enables employees to develop the necessary skills to improve performance.
1. 2. 3. 4.
Address negative Navigate Career Improve self-awareness Address Performance
emotions and behaviors change and transition and self-reflection Gap vs Expectations
• Performance Coaching can • Part of an employee’s vision • Self-awareness is a critical skill • A successful coaching
address negative behaviors for career success might that every employee must program is tailored to each
and emotions, such as: involve a career change. possess. individual’s needs.
• General fears Whether moving to a new • Leaders need to develop self- • Performance Coaching by
• Inferiority department or stepping up knowledge, which is why manager can flex across all 7
• Lack of self-esteem the corporate ladder, performance coaching is pathways of Manager Led
• Fear of public speaking performance coaching can highly valuable in the Development
• Low morale guide this transition period corporate work
in one’s career. environment. o Teach
o Train
• Performance Coaching helps
• It takes a combination of • Leadership development is o Lead
employees suffering from the
self-reflection and critical to organizational o Manage
inability to work with others
constructive feedback from success. o Counsel
or narcissism to become
others to gain the o Mentor
grounded
professional development
one seeks.
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What are the benefits of Performance Coaching?
Performance Coaching drives Business Outcomes
Higher Engagement | Superior Relationships | Enhanced Performance |Superior Retention
• Every employee is unique and has different needs. Performance coach can assess their needs and what steps they need to
Personalized development plan take to get to the level they aspire to be.
• Individualized attention and a personalized plan offering hyper-relevant inputs on where they must improve
• The flexibility of creating an ideal coaching environment is another component of a tailored personal development plan.
Flexible delivery of the coaching process • It ensures that the form of instruction and the delivery of real-time feedback
• Encourages the participants to learn quickly and to adopt their learning in practical circumstances.
• Companies typically put more resources into low performers to bring them up to speed.
Support to employees • Typically : High performer —-> Less support and Low performer —-> More support.
• Performance coaching can encourage employees to access the resources they need and get required support
• Employees who are tenured or have job security are not driven to improve. Performance coaching can help with this.
Challenge employees to improve & grow • Employees who seek professional development feel the desired attention & appreciation vide performance coaching
• Performance coaching helps gain more commitment from employees in their respective roles
• Performance coaching helps leaders and executives boost performance and develop new leadership strategies.
Improve leadership style • Performance coaching helps identify problems some leaders might not even be aware of.
• Enables leaders to identify areas in their work performance to improve
• Everyone in the team can develop new skills and adopt a new mindset about their roles and work performance.
Prepare employees for any challenges • Employees who engage in performance coaching gain more confidence in their abilities.
• It also makes them better prepared to tackle any challenges they could face in the organization.
• Replacing employees has a huge price tag. Higher performing employee replacement has a higher price tag.
Improve employee retention • High performers strongly desire more development. Performance Coaching improves employee retention.
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How does Performance Coaching drive Business Results?
Performance Coaching drives Business Outcomes
Higher Engagement | Superior Relationships | Enhanced Performance |Superior Retention
• Organizational Performance: Helps organizations by improving
employee performance, communication skills, leadership
70% 86% 25%
abilities, and more, leading to overall success.
• Employee Engagement: Performance coaching helps increase
employee engagement, which contributes to better business
performance and future success.
• Productivity and Efficiency: Helps employees prioritize their
70% of individuals who 86% of companies who In organizations with workload effectively, leading to increased productivity and
have received coaching have employed coaching strong coaching efficiency across the organization.
have benefitted from services believe they cultures, 25% of
work performance, have more than employees were more • Innovation and Creativity: Allows employees to explore new
improved relationships, recouped their initial likely to remain loyal, ideas and ways of working, fostering a culture of innovation
and more effective investment through reducing turnover costs. and creativity.
communication increased productivity,
heightened employee • Leadership Effectiveness and Skill Development: Helps leaders
satisfaction and improve their skills, develop new ones, and enhance their
increased staff ability to lead and manage people effectively.
retention
• Performance Culture: Fosters trust, honesty, and
accountability, encouraging employees to share their thoughts,
ideas, and feelings openly and learn from each other.
Source : The Institute of Coaching 5
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What are the common misconceptions about Performance Coaching?
5 Myths of
Performance Coaching
Myth: 5
I am a HIPO
I don’t need
coaching
Mentors can share Counselling is about Coaches do not need Coaching is about Require Different
answers basis their reflecting on the past to be an expert in the recognizing potential Development
experiences. to recognize and deal area of concern. and challenging the
with ongoing issues coached to stretch Are More
Coaches do not have being experienced. They work with precise themselves to rise to Independent
the answers but use questioning to help you their potential
active listening, Coaching is about uncover the answer. Do Not Value Manager
curiosity and recognizing where the Coaching or Feedback
challenging questions coached is currently in
so the coached digs life and how to get Take Charge of Their
deep within them to the next stage Own Development
themselves to raise that they want to
their own awareness. get to. High Performers,
Don’t Need Coaching
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What are the challenges in implementing Performance Coaching in an Organization?
Barriers to Performance Coaching : a. lack of leadership buy-in, b. misunderstanding of coaching, c. insufficient time and resources, d. over-complicating
the process, e. lack of understanding among employees, f. lack of integration into organizational systems, and g. no evaluation of coaching effectiveness.
• Top leaders to lead by example, attend coaching skills training programs, and demonstrate good coaching techniques with
Lack of Leadership Buy-In their teams and individuals.
• Top leaders to Promote Coaching in the Workplace
• Many people, including leaders, still view coaching as a remedial intervention for poor performers.
Lack of Understanding and Appreciation
• Coaching should be positioned as a transformative process that goes beyond fixing problems. It is an opportunity for
of the Power of Coaching
personal and professional growth, empowering individuals to reach their full potential.
• Organizations must prioritize coaching by allocating a suitable budget for coach training and development including -
Insufficient Time and Resources
ongoing coaching programs, resources, and coaching opportunities for leaders at all levels.
Dedicated to Coaching
• Invest in coach training & development and empower leaders to effectively implement coaching @workplace.
• Effective coaching is simple and straightforward, focusing on raising awareness and empowering the coached.
Over-Complicating the Coaching Process • Leaders can start by developing strong relationships with their employees, actively listening to their needs, and providing
support and guidance. They can learn additional coaching skills to enhance their effectiveness
• A coachee readiness training program can be introduced to help employees fully comprehend the coaching process and
Employees do not fully understand what
understand their role in it.
coaching is or how it can benefit them
• Showcase success stories and examples of how coaching has positively impacted employees and the organization.
• One way to integrate coaching into organizational systems is to incorporate it into management 1:1s, performance reviews,
Coaching Is Not Fully Integrated into
and development conversations.
Organizational Systems and Processes
• Coaching should be part of the PMS, with leaders being measured and rewarded for their coaching efforts.
• In order to improve coaching outcomes and measure success, organizations should establish a clear evaluation process at
Little or No Evaluation of the Benefits of
the outset. This includes using theoretical models and creating bespoke measures that capture the impact of coaching at all
Coaching at All Levels
levels of the organization.
Source : https://guidetheleader.com/barriers-to-coaching-in-the-workplace 7
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What is one thing the giants learned in the process of coaching, which they call out….?
Source : Forbes Coaches Council 8
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What are the typical Performance Issue Root Causes?
Issues Solutions
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How does a Performance Coach help the Coached?
The peak performance coach help performers, professionals and leaders:
• Develop mental strategies to achieve consistent levels of competence
• Develop optimism, confidence and a positive belief system
Performance
• Handle performance related stress and anxiety
=
• Set effective and achievable goals
Potential — Interference • Incorporate mental rehearsals to prepare for performance
• Cultivate mindfulness and heightened awareness
• Take your performance to the next level
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How should one go about institutionalizing Performance Coaching in the Organization?
7 Steps to Institutionalize Performance Coaching in the
Organization
1. Integrate coaching into existing development programs. 5. Utilize external coach mentors and supervisors.
Ensure that coaching becomes a routine part of professional development and Leverage external coaches' expertise and fresh perspectives to address specific areas
organizational culture, ideally from the point of onboarding. of focus, such as strategic planning or team coaching to better manage the dynamics
at play.
2. Train leaders in coaching skills.
6. Measure coaching impact.
Equip leaders and managers with coaching skills through dedicated training
programs, fostering a coaching culture throughout the organization. Quantify the effectiveness of coaching interventions on key performance indicators
like engagement, productivity and retention.
3. Establish a workplace coaching culture.
7. Continuously refine workplace coaching strategies.
Leaders can inspire a culture of continuous learning and feedback by leading by
example, participating in coaching themselves and sharing their experiences. Keep an open feedback loop with participants in coaching sessions to continuously
update and improve the organization's coaching approach. Setting up a community
4. Invest in internal coaching programs. of practice to evaluate and champion the internal coaching agenda can also be highly
effective in the adoption of workplace coaching ethos.
Develop an accessible internal coaching system, perhaps by creating a pool of
certified internal coaches with customized workplace coaching curricula that are ICF-
CCE accredited.
Source : Forbes Coaches Council 11
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Some Companies with a great standard for Performance Coaching
Exploring Both Sides of G2G – A learning program by Learning Culture where “Growth Mindset Equals Skills
the ‘Pivot’ Program the employees for the Innovation can Thrive Improvement”
employees.
PepsiCo Great 5
Providing skills for life Growth |Relationships |Execution
Agility |Thinking
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What are the top Performance Coaching Models in vogue?
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What are the top Performance Coaching Models in vogue?
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What are the top Performance Coaching Models in vogue?
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