Performance Coaching

Written by Michael Federico
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Performance coaching can give an employee the skills he or she needs to identify, address, and overcome barriers to his or her success. In today's working world, success is not a given. The truth of the matter is that many employees are simply never told what is expected of them, or how well they are working with their coworkers. This creates a general lack of communication and can adversely affect all aspects of a company.

What performance coaching can do is help employees identify reasons why they might not have been able to solve problems that kept them from advancing in their careers. The process is best done on a one-on-one basis. The performance coach can really focus on that particular employee, and delve deeply into fears or insecurities that may be blocking forward progress. Coaches may administer individual assessments such as the DISC Profile. This profile allows the taker to answer several questions designed to identify particular leadership qualities or behavioral traits. Answers are given a numeric value and a total score is compiled. This score will match up with a very specific behavioral type that breaks down how a person works with others, what he expects out of himself, what types of environments he thrives in, and even what he most fears. When the results have been compiled, the coach can sit down with the employee to cover strengths and weaknesses, and determining the best way to overcome problems. The solution may be something as simple as having a person set specific goals and deadlines each time a project is taken on.

Performance Coaching Follow-Ups

The sheer amount of information that can be gained from surveys, peer interviews, and personal questionnaires can be staggering. Someone who is trained in performance coaching can analyze the data and put it together in a single, easy-to-understand report. He or she can discuss the report with the individual as well as his superiors, often giving managers tips on how to get the best out of specific employees.

Employees can often sign on for any number of coaching interactions, whether they choose one, two, or several sessions. Even when those are complete, follow-up sessions are available. This makes it possible for employees to see if they are reaching the goals they established for themselves in the first session. Keeping continuity is important for tracking progress. Since goals established in these sessions are often difficult to quantify, as many measures as necessary should be instituted to track progress.

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