Performance Coaching inspires employees to improve their skills and reach their full potential. The goal is to help employees develop strategies for improvement and take control of their professional growth.
This does not mean we tell the individual what to do; nobody appreciates that. When you adopt a “coach approach” to performance conversations, you truly believe in the individual and their capabilities – and they can feel that connection. To grow as a coach, mentor and leader, here are ten helpful tips:
- Get curious. Curiosity moves us out of judgement.
- Understand your audience. Deliver a message so that people will be able to hear it.
- Watch body language. Use your intuition and notice what’s underneath or unsaid.
- Be authentic. When you stay true to who you are, people are far more likely to trust you.
- Be honest, yet kind. Communication must be real. Honesty builds trust.
- Listen deeply. Stay in the present moment; resist thinking about what to say next.
- Accept responsibility. Model accountability with any mistakes. We all make them.
- Ask for (and accept) feedback. Check in regularly; change your approach when needed.
- Inspire. Remain future-focused and offer hope, vision, and empowerment to get there.
- Lead by example. Model the behaviours you want your team to adopt with one another and their clientele.
When leaders continuously invest in building trust and rapport with employees, the benefits include improvements in:
- Engagement
- Retention
- Attendance
- Productivity
- Satisfaction
- Performance
Adopting a coaching and mentoring culture is an integral part of every organization’s Human Resource strategy. It will positively affect the overall health of your organization.
For more information about Peformance Coaching, contact me.