Performance coaching is a collaborative relationship between the coach and the individual that facilitates the development and the action planning of the individual that is a part of an organization. It does not involve the coach sharing their experiences or even sharing advice. It is a process that involves discussion and decisions on the focus of the coaching relationship and provides a supportive but challenging environment that empowers the individual’s growth that ultimately contributes to the growth of the organization.
Performance coaching requires the coach themselves to follow a few guidelines to ensure the success of the process and maximize the employee’s potential. While they follow ethical standards, they must also be honest in their feedback and communicate constructive criticism instead of pandering to high level officials in the organization. Most people that engage in this process need a push to work on their self-esteem and make the best use of their knowledge and potential. A performance coach must recognize this need and ensure that they incorporate self-esteem as one of the goals in the coaching process.
Organizations tend to assume that training and development is sufficient for talent development. This approach mainly covers technical competencies and expected behaviours. Including Performance coaching would enable the employee to develop personalized plans with the coach, eliminate redundant activities and focus on their strengths, weakness and work on how best to use or change them to benefit business goals.
This process innately includes weaving together the organizational goals and the team goals with the individual’s goals. Performance coaching involves the coach assessing the individual, setting realistic and mutually agreed-upon goals, providing continuous feedback and reinforcing positive behaviours. Hiring managers who are certified in performance coaching or even investing in getting managers certified in performance coaching would be highly beneficial to organizations. They have the ability to tell, discipline and direct when required but also to ask, discuss, empower and develop when they see potential.
Performance coaching is proven to bring out potential in all levels of employees in an organization and, understanding how emotions and relationships affect thought and behaviour at the workplace is an effective way of enhancing performance, but it is not solely about improving performance. Performance coaching gives the employees a say in the approach to tasks they engage in hence are more inclined to take ownership of tasks and feel more committed to the organization.
This shift has a significant impact on employee-level roadblocks like stress, burnout and absenteeism that organizations face constantly in today’s fast paced business world. Performance coaching is especially beneficial during large shifts at the organizational level like mergers and acquisitions. These processes re-establish strategies and working methods and are aimed at growth. Performance coaching would be a pertinent addition to the change management strategy that ensures the rise in the quality of performance in the organization.
In conclusion, performance coaching addresses the gap that organizations neglect while raising performance standards and projecting increased profits and growth. It enables employees and managers and gives them a strong strategy to follow. This ultimately aids the organization in consistent growth and progress.