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Performance Coaching Process

BEFORE
THE
APPRAISAL

DURING
THE
APPRAISAL

DURING
THE
APPRAISAL

Keep good
records

Both praise and criticism are most meaningful when supported


by factual examples

Review
previous goals

Use previous goals to evaluate progress

Get input from


others

Seek feedback from others who work with the appraisee in


areas they will have objective knowledge of and get examples
where available

Prepare
carefully

Prepare in advance so that you can deliver the message that


you intend to

Prepare
administrative
details

agree on a time set aside at least one hour. Avoid


postponing the appointment, and give the employee full
attention.
select a location office or conference room is best.
ask employee to prepare ask the employee to review
his/her goals, and come prepared with questions.

Explain the
meeting
agenda

Outline what is about to happen for the session

Encourage
communication

listen
encourage two-way communication
ask for ideas on how they can improve their
performance
ask for how they feel you can help them
ask for feedback on the appraisal section

Stay focused

Keep the session focussed on past and future performance,


summarise discussion issues often to ensure agreement

Communicating
shortcomings

The employee expects and should know what he/she needs to


improve

Be open

Be versatile and open-minded if you hear things that cause


you to change your opinion

Evaluation
process

Begin with the positive things that were well done


Follow this with areas that need improvement and a
plan on how to address them
Conclude with a reinforcement of your desire to help
the person grow and improve

AFTER THE
APPRAISAL

Making
promises

Dont make promises you do not have control over (e.g. salary
increments, promotions, transfers etc)

Review goals

Concentrate on a few areas- things that make a difference. Try


to encourage continuation and growth in the areas of strength.
Set up smart goals that will build strength in areas needing
attention

Administration

Complete the paperwork required for the results of the


appraisal
Make sure the appraisee signs on the bottom line
Mark the calendar on when your next appraisal session
with the person will be

Follow-up

Follow-up on agreements made during the appraisal

Learning

Review what you have learnt about the employee, your


records and systems, yourself, the appraisal process and your
management style

-http://www.hrwale.com/performance-management/coaching-process/

What is Executive Coaching?


Executive coaching is a form of one-to-one learning whereby the coachee (the person being coached)
schedules a series of sessions with their coach to work on the topics and skills that they would like to
develop, for example their leadership skills.
Many directors and senior managers like coaching because it allows them todevelop their skills in
private and toreceive personalised one-to-one support. It offers both a stimulating and a reflective
environment which encourages them to get to know their own strengths, weaknesses and personal style
in a non-confrontational way.
Executive coaching sessions allow people to talk issues over with someone who does not have a hidden
agenda or vested interest in a particular outcome. The executive coach is there to help the coachee
find the best or most suitable solution for a situation. Coaching provides a sounding board where
ideas and plans can be developed and examined in full before they are implemented.
Many people find the objectivity of their coach refreshing and value having the time to think abouttheir
career development and how they can perform better in their role.
Executive coaching is similar to mentoring we will switch from coaching to mentoring as appropriate
depending on whichever approach is best for you or the person being coached. With mentoring, the client
is able to draw on the skills and expertise of the mentor. HRM Globals areas of expertise: Leadership &
Management Skills; Sales, Marketing & Business Development; and Financial Planning.

Typically clients work with our executive coaches on the following areas:

Leadership and Management

Presentation skills

Improving Diversity in the


Skills

Client Management
Workplace

Business Development

Career Advancement

Time Management

Stress Management

Marketing Strategy

Improving Interpersonal Skills

Being more strategic

Delegation Skills

Persuasion and Influencing Skills


Personal Impact and Presence

Tackling problem behaviour

Assertiveness
Executive coaching is often used to complement other learning activities such as courses and workshops.
Research shows that the application of newly learned skills is greatly increased when coaching support is
used.

-https://hrmglobal.co.uk/executive-coaching-and-mentoring/a-what-is-executivecoaching/

Business and executive coaching


Business coaching is a type of human resource development. It provides positive support, feedback
and advice on an individual or group basis to improve personal effectiveness in the business setting.
Business coaching is also called executive coaching, [15] corporate coaching or leadership coaching.
Coaches help their clients advance towards specific professional goals. These include career
transition, interpersonal and professional communication, performance management, organizational
effectiveness, managing career and personal changes, developing executive presence, enhancing
strategic thinking, dealing effectively with conflict, and building an effective team within an
organization. An industrial organizational psychologist is one example of executive coach.
Business coaching is not restricted to external experts or providers. Many organizations expect their
senior leaders and middle managers to coach their team members to reach higher levels of
performance, increased job satisfaction, personal growth, and career development. Research
studies suggest that executive coaching has a positive impact on workplace performance. [16]
In some countries, there is no certification or licensing required to be a business or executive coach,
and membership of a coaching organization is optional. Further, standards and methods of training
coaches can vary widely between coaching organizations. Many business coaches refer to
themselves as consultants, a broader business relationship than one which exclusively involves
coaching.

What is coaching?

Coaching targets high performance and improvement at work and usually focuses on specific skills and
goals, although it may also have an impact on an individuals personal attributes such as social interaction
or confidence. The process typically lasts for a relatively short defined period of time, or forms the basis of
an on-going management style.
What is mentoring?
Mentoring involves the use of the same models and skills of questioning, listening, clarifying and
reframing associated with coaching.
Traditionally, however, mentoring in the workplace has tended to describe a relationship in which a more
experienced colleague uses his or her greater knowledge and understanding of the work or workplace to
support the development of a more junior or inexperienced member of staff.
One key distinction is that mentoring relationships tend to be longer term than coaching arrangements. In
a succession planning scenario, for example, a regional finance director might be mentored by a group
level counterpart over a lengthy period to develop a sound understanding of dealing with the boardroom,
presenting to analysts and challenging departmental budgets, all in a supportive environment.

-http://www.cipd.co.uk/hr-resources/factsheets/coaching-mentoring.aspx
Types of coaching
Different types of coaching
Coaching can be used for various purposes.

Performance coaching. Coaching activities here are aimed at enhancing an individuals


performance in their current role at work, to increase their effectiveness and productivity at work.
Generally, performance coaching derives its theoretical underpinnings and models from business
and sports psychology as well as general psychological theory.

Skills coaching. This form of coaching focuses on the core skills an employee needs to perform
in their role. Skills coaching provides a flexible, adaptive, just-in-time approach to skills
development. Coaching programmes are tailored specifically to the individual and are generally

focused on achieving a number of skill development objectives that are linked to the needs of the
organisation.

Career Coaching. Coaching activities focus on the individuals career concerns, with the coach
eliciting and using feedback on the individuals capabilities as part of a discussion of career
options. The process should lead to increased clarity, personal change and forward action.

Personal or life coaching. This form of coaching provides support to individuals wishing to make
some form of significant changes happen within their lives. Coaches help individuals to explore
what they want in life and how they might achieve their aspirations and fulfil their needs.
Personal/life coaching generally takes the individuals agenda as its start point.

Business coaching. Business coaching is always conducted within the constraints placed on the
individual or group by the organisational context.

Executive coaching: One to one performance coaching is increasingly being recognised as the
way for organisations and individuals to improve performance. By improving the performance of
the most influential people within the organisation, the theory goes that business results should
improve. Executive coaching is often delivered by coaches operating from outside the
organisation whose services are requested for an agreed duration or number of coaching
sessions.

Team facilitation: Coaching in its role as facilitator is particularly valuable during the budget and
strategy planning season. And coaching a team before a presentation can dramatically improve
performance as well as self confidence.

Work shadowing: As well as being a means of identifying an individual's behaviour and


performance, work shadowing is an excellent method of getting immediate feedback on
behaviour, with a discussion of alternative ways of handling future such situations.

-http://www.brefigroup.co.uk/coaching/types_of_coaching.html

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