Coaching For Performance

Coaching for reliable performance is not a “salt and pepper” practice. You cannot sprinkle on a little explaining here, and appreciation there, and expect reliability. You must perform these habits consistently. 

1. Explain Expectations – Lack of clear expectations is the most common reason for performance problems. There are 4 fundamental questions employees have regarding expectations: Where are we going? What are we doing to get there? How can I contribute? What’s in it for me?

2. Ask Questions – Ask the right questions and be comfortable with silence. Silence creates accountability for a response. If you’re not comfortable with silence, you’ll fill it with another question that leaves your original question unanswered and stifles engagement.

3. Involve Team – Employees will exchange their involvement, for ownership in the outcomes.

4. Measure Results – Measure what matters most. If you rank your team by performance level, your lowest performer will be a public statement of the performance standard you are willing to tolerate.

5. Appreciate People – While we judge ourselves by our intentions, others judge us by our actions. What is important is not how much you appreciate people, but rather how much you demonstrate that appreciation.

Source: The L Group

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