Coaching tips from issue 03 of the Coaching for Excellence newsletter.
6 Steps to Coach Up Performance
Holding your team accountable for their performance and behavior is critical to their growth and the success of your business. Yet many individuals in management positions shy away from holding people accountable because they don’t know how or it makes them uncomfortable. As a result, problems snowball.
The easiest way to start the conversation is from a place of curiosity versus judgment. Attack the problem, not the person. What gaps contributed to this situation? Was there a misunderstanding in communication? Did a resource lack necessary context or detail? Find the gap and then work together to create a path forward. I use this simple framework.
- Describe the Situation – share what you observed
- Ask for their point of view – discover their thought process and reasoning. You must listen without interrupting or defending otherwise they will shut down. You’re on the same team and working to solve a problem.
- Repeat Expectations – restate performance and behavior expectations. It’s best if you have resources to support these for both of you to reference. Clear up any confusion about expectations.
- Co-create Action Plan – ask them to create a 30-day plan to correct and improve performance and behavior. Review to make sure it’s realistic and relevant.
- Define Outcomes – discuss what happens at the end of the 30 days. If this happens, then…. If this doesn’t happen, then… Be very clear so they understand the rewards and consequences.
- Follow-Up – schedule a meeting at the end of 30 days to discuss what was or wasn’t met. Then apply the corresponding reward or consequence. If you skip this part, the lesson is lost.
For the behavior and performance to improve it requires two things: the team member to take ownership to improve and you to follow up for accountability.
Create Margin to Leverage Momentum and GSD
Taking immediate action creates momentum which generates results. One of the easiest things you can do is to make room in your schedule to take action.
I do this by creating buffer time after my meetings versus scheduling them back-to-back. This gives me the chance to immediately complete small tasks or send out follow-up emails after a meeting while the subject is still top of mind.
When I don’t do this it takes longer to get back in the swing of things. Because then I have to remember the context for the task and review notes.
Set yourself up for easy wins, add margin into your calendar to get stuff done!
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