Performance
Giving consistent, honest feedback and having difficult conversations at work is one of the most challenging tasks of the leader's role
Whilst much is made of the importance of honest, real-time feedback and courageous conversations at work, few of us know how to do this well. Leaders and staff generally know what they are supposed to do, but actually doing it can mean enduring increased levels of anxiety about the imagined outcomes. With GenY entering the workplace in increasing numbers, performance coaching is going to become a must-have skill for managers. Whilst the need for coaching is not confined to GenY employees, they have a much higher need for and expectation of being coached.
At the heart of the 'leader-as-coach' paradigm lies the ability of the individual to provide specific, direct and clear feedback consistently over time. This mode of operating is alien to the vast majority of leaders. Many leaders still see performance management as a conversation to be had once or twice a year in line with the organisation's process. This is an ineffective approach to performance management and does not address the need for ongoing performance coaching.
So why don’t we do it? We could be concerned about not doing it ‘properly’. We often decide that we haven't got the time. Mainly we find that leaders either try to be overly friendly and give feedback only in a couched way or they only provide corrective (negative) feedback. In the former scenario the leader is too affiliative and the coaching will not change the person's behaviour. In the latter scenario the relationship suffers and the leader violates the Losada ratio for human flourishing (positive feedback needs to outnumber negative feedback by 3:1).
Through this intervention you learn how to become an effective performance coach to your staff. In this intervention will will typically cover:
- Your Human-Synergistics LSI profile (360 feedack)
- Your preferred leadership styles (Hay Group MSQ profile)
- How to set up performance coaching with your staff
- How to have difficult conversations with respect and empathy
- Giving clean, clear and direct feedback
- How to provide individualised recognition and praise
- Implementing a process for ongoing performance coaching
To learn more about how to take your leadership skills to new heights through performance coaching, Contact Us today.
