“Every famous athlete, every famous performer has somebody who’s a coach. Somebody who can watch what they’re doing and say, ‘Is that what you really meant? Did you really do that?’ They can give them perspective. The one thing people are never good at is seeing themselves as others see them. A coach really, really helps.”
~ former Google CEO, Eric Schmidt,
What is high-performance coaching?
High performance coaching is a process of scheduled and consistent sessions that focus on employees’ strengths and areas of performance improvement. Coaching helps inspire and motivate employees to improve knowledge, increase skills, and change behaviors to drive greater performance in the workplace.
Not only does coaching build a trusting relationship, it will build a greater leadership brand and true understanding of the employees, who will develop an understanding of their leaders, as well.
A successful coaching relationship is built upon employee engagement and employee trust. Having a qualified and objective coach who is invested in both the success of the company and the employee, increases the opportunity to build trust.
So how can your company use performance coaching?
Here are a few ideas:
- Schedule coaching sessions with top-performing talent
- Schedule group coaching sessions
- Utilize current employees to help retain talent
- Focus your efforts on positive reinforcement
Losing the brightest members of your team is a costly mistake. The best thing any employer can do is regularly check in with employees about their hours worked, level of satisfaction and listen to their concerns. Satisfied, engaged employees are more likely to stay with your company no matter what industry you’re in. But overworked and burned out employees are eager to quit.
Above all, I believe in the power and responsibility that those in leadership have to reach the untapped potential that exists inside of each team member and create real change within their teams.
Performance coaching vs consulting
|Consultant brings technical expertise to advise on solutions||Coach brings relationship expertise to support the client’s solutions|
|If behavior change is needed, consultant generally does not get involved in it||A focus on individual and interpersonal dynamics supports behavior change|
|Gathers data and reports on what needs to be done||Facilitates growth|
|Time-limited; generally short-term and project-oriented results||Occurs over a period of time that generally involves renewable contracts; focused on long-term results|
|Provides information||Promotes self-discovery|
|Goals generally related to programs and funding||Values-based goal setting|
|Requires limited commitment from client to implement||Maximizes client’s commitment to implement solutions|
Frequently asked questions
how do i get started with setting up performance coaching for my organization?
First, be clear about what you want to achieve through coaching. Are you able to clearly articulate what outcomes you want to see as a result of your coaching? If you have well-defined goals, we can work together to create specific strategies to help you achieve it.
If your goals are still fuzzy or is you are unclear just how much help you can expect, ask for a meeting before you commit. Successful coaching depends on being comfortable with your coach and on there being a strong relationship of trust and respect between you. This is of huge importance, so we will always ensure that any questions you have are answered as clearly as possible and any concerns are fully addressed. Let’s arrange a conference call or meet face-to-face.
how will my company benefit from high-performance coaching?
Today’s leaders need to be more resilient and emotionally intelligent than ever before yet they don’t always have the time, training or support to do so. I fill the gap by working with human resource (HR) executives to increase staff retention and company productivity by helping their employees with work-life balance.
If you are a corporate executive who is interested in knowing how performance coaching can help support your company’s business objectives and help retain your most talented employees, send a message.
87% of millennials say professional development or career growth opportunities are very important.
35% of employees say their top motivations for changing jobs are the desire for work/life balance.
~ Right Management
28% of employees will think about getting a new job this year… 15% are actively doing so … 26% are unhappy.
~ Bolste’s Industry Report
The top sources of work stress are low salaries (according to 51%) and lack of opportunity for growth and advancement (44%)
Top reasons why job seekers will leave for another job:
more compensation (61%),
better work-life balance (40%),
health benefits (36%),
growth opportunities (35%),
company culture (21%)
~ American Psychological Association
When companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, 20% increase in sales, 30% increase in profitability, 10% decrease in turnover and a 25% decrease in unscheduled absences.