Coaching for Excellence

Coaching for Excellence


Do you have a team of individuals where the stellar performance of a few is carrying the weight of the under-par performers? You had tried everything from incentivising them to giving them ultimatums but nothing seemed to work.  Unfortunately, the option of letting them go often prove to be not viable since it will inevitably impose a heavier load on the rest of the team.


Having worked with individuals and teams from across the globe, I've realised that one of the best options that is frequently overlooked is COACHING.


Why Coach? Coaching has manifold benefits. For the employee, it signals that someone in the organisation cares. For the team, it fosters closer comraderie and signals a performance-driven environment. For the leader, it helps to sharpen your observation and feedback giving skills. It also provides you with an opportunity to learn about things that may not be otherwise discussed in a group setting. For the organisation, everyone counts and should be held accountable towards achieving goals and objectives. 


Why Don't People Spend Time Coaching? If there is such a compelling case for coaching others, why don't most individuals and organistions invest in coaching? It all boils down to having a myopic view of what brings immediate results. For many, the easiest thing to do when an employee does not perform is to relieve the staff of his / her duties. However, when this becomes the modus operandi, the team will find itself stagnating in the "forming" stage of team development. 

The importance of coaching is underscored by the fact that most employees do not know how to leverage their fullest potential, leaving a huge reservoir of untapped potential. 


Quick Ways of Building a Coaching Culture. To effectively tap on the power of coaching and to optimise the performance of every employee, every team needs to establish a structured approach towards coaching. 

Here are 5 quick steps that you can take …


1.  Equip yourself and your team with the skills and know-how of being a coach. This can easily be done by reading a book or attending a public seminar such as “Optimising Performance though Coaching”.

2.      Establish a coaching plan that spells out who will be a coached, when they will be coached , and the outcomes / goals of each coaching session.


3.      Monitor the performance of a coachee in the days / weeks that follow to ensure that the coachee is demonstrating the requisite competencies. Be quick to give constructive feedback and avoid words like "for the zillionth time, I have highlighted ..."


4.      Schedule regular meet-ups where coaches can share with each other their experiences. What worked for them? What were some challenges for them? How did they overcome these difficulties?


5.      Consolidate the benefits / outcomes that were derived as a result of coaching. This could include increased sales performance, higher employee morale, and achievement of other organisational goals. 


The next time you encounter an employee whose performance does not meet your expectations, help this person to optimise his / her performance through coaching.


Zack Bana, 2017
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