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
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