In this episode we will help leaders understand the approach of an optimal leader coach, and align coaching style with the employee’s competency/skill level. Performance coaching starts with a strong coaching relationship of trust, going in both directions. Followed by clearly defined performance objectives and standards. Good coaches measure individual and group contributions against clearly defined standards for performance. When gaps are identified, these are clearly and positively communicated, then they work diligently to close the gaps. Holding others accountable to their goals provides opportunities for growth, learning, and ongoing motivation.

Coaching Analysis Questions

Identify the specific behavior discrepancy.
Is it worth your time and effort?
Do they know the behavior is problematic?
Do they know WHAT they are supposed to do and WHY?
Do they know HOW to do it?
Are there obstacles beyond their control?
Do they think your way will not work or their way is better?
Is there a way to “flex” the requirements to align with the individual’s natural competencies or strengths?
Do they have other priorities?
Does desired performance produce positive consequences?
Does desired performance produce actual or perceived negative consequences?
Does problematic performance produce positive consequences?
Does problematic performance produce negative consequences?
Are personal problems interfering?
Could they do it if they chose to?