Performance Management

Coaching for success

By Erica Olsen ⋅ June 15, 2007 ⋅  Email this post ⋅  Print this post ⋅ Post a comment

Previously in this space, we discussed how business leaders
are increasingly analyzing their abilities to execute on strategy in addition to delivering the strategic vision.
It’s no longer the case that managers alone are expected
to handle the details that turn vision into reality. We encouraged
“coaching for performance” then
and thought enough of the idea to devote another column to it.

Think about your favorite Olympic athlete. Do you think the
athlete’s goal is foremost on her mind every day? You
bet it is. That’s why it’s your job and your manager’s
job to act as a coach to get Olympic-level performances out
of all your people. In addition to focusing on the goal, Olympic
athletes are incredibly disciplined. Executing goals that were
set months ago is no different. It requires that same level
of commitment and discipline.

This is where you and your managers need to lead rather than
fight fires and do detail work. By acting as a coach, use the
plan as your framework to guide your team to high performance.
What do coaches do?

Encourage: Everyone needs to feel like they’re
doing a good job and are appreciated for their hard work. Coaches
say encouraging words to their team to keep them motivated and
engaged.

Support: Without the right skills and resources
for the job, no amount of prodding and pushing will get it done.
Coaches support their teams by making sure they have the training,
knowledge, and ability to complete the task.

Yell at the right time: Just like athletic
coaches know when to yell, managers need to know when to “push”
their team when they need it. A good coach knows when performance
is lagging and when to turn on the pressure.

Bring out the best: Seeing the strengths and
weaknesses of your team allows you to bring out the best in
your staff. Coaches know how to make you the best you can be.

Monitor performance: Keeping track of how
everyone is performing is another trait of a good coach. With
the goals you set, you can assist your employee in creating
an action plan if it isn’t already established and keep
them on the path toward achieving it. Meet with the employee
regularly to discuss the status of goal accomplishment. Coach
your team when there are setbacks or roadblocks and recognize
and reward employees for achievements.