Managers as Performance Coaches

A performance coach is someone, preferably in management, to help an employee develop skills to peak performance. CEO’s who want their managers, and all employees, to reach their full potential, may wish to coach them. This requires an investment in time to gain a positive payoff. This takes commitment of the coach’s time to realize the full potential of the employee.

The performance coach starts (and always) gathers data from the employee’s performance. During the data gathering process, the coach must give objective feedback, tactfully, for any change to take place. For best results, the feedback should be immediate, as soon as the coach has information to give. That feedback should be specific and pertain only to the subject, don’t drag anyone else in who should not be involved.

Managers themselves need to have a performance coach so they can pass down what they have learned. “Many managers have grown up in a culture that doesn’t value coaching. Having never received it themselves, they have no role models for offering feedback except negative ones.” (Branham, 2001). Having not been couched should not be an excuse to avoid couching others. Perhaps, this would be a good time to ask your manager to coach you on your performance. This may be risky if you do not have trust from your manager, but this would be a great way to gain that trust and understand what the manager’s responsibilities are. Performance coaching should be a win-win situation.

Russell Scott – Strategic Business Partners – Craig Lindell and Associates – craiglindell.com/
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Branham, L. (2001). Keeping the People Who Keep You in Business. New York: AMACOM

Since the down-turn of the economy many organizations have discontinued their hiring process, forgoing bringing in new talent. Because of economic fears, employers proceeded to ‘batten down the hatches’ and weather the storm and not make any talent investments. Many companies had to make do with what they had in hopes they would have enough talent to keep the company operational.

The economy has since bottomed out and begun a process of recovery. However, many companies are still afraid to invest in new talent on the possibility that the economy could take another nose dive. But what if the economy doesn’t falter, but continues to rise? And the recent bad economy has brought a lot of great talent to the surface, ready for the picking. Maybe it is time for organizations to make that investment and make their company more profitable than before.

Are you ready to get your company back on its growing path, or do you want to wait for your competitors to make the investment, take all the good talent, and lead in your industry? Are you like the automobile driver sitting at the four way stop looking at the other drivers waiting for them to make their move? Do you want your competitors to take all your customers? There is an ocean of great talent to be plucked, both by you and your competitors. So who is going to make the first move and bring in the best talent?

Russell Scott – Strategic Business Partners – Craig Lindell and Associates – craiglindell.com/

Trust and Respect to Find and Keep Talent

Trust + Respect = Finding and Keeping Talent in Your Organization

The purpose of this blog is to create discussions concerning the relationship between management and employees – as-well-as understanding how that relationship effects the organization. Discussions will come up on how the CEO, president and other upper-management personnel can improve business quality by treating employees properly. This process helps to create greater revenue for the organization and a harmonious environment for the entire staff. On the other hand, by mistreating the staff, the CEO may see a decline in productivity and the quality of the staff. A badly mistreated, valuable employee will seek his/her fortunes elsewhere.

Secondly, this blog provides a forum for others to offer input on their views of employee respect. Some may voice their past experiences, good or bad, and the results so that their experiences may help others. Those of upper-management may benefit from this forum to help understand how to gain trust and respect from their staff to get the best productivity from them.

Please feel free to add anything towards the subject of employee respect and trust so that others may benefit from your experiences.

Russell Scott – Strategic Business Partner – Craig Lindell and Associates – craiglindell.com/