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Coaching for better performance
This download is an extract from Aspina’s Learning Resource ‘Coaching for Better Performance’ which provides a full process to improve performance using the procedure below. Click here to view a preview of the full programme.
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The five-stage coaching model:
1. Engage
2.
Motivate
3.
Specify
4.
Action
5. Review
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| 1. Engage |
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Relate at an emotional level |
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By relating to the person you are coaching at an emotional level, you can understand how they feel about the work they do.
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Why Engagement is so important. |
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The engagement stage is important because it lays the foundations for the rest of the process. Only by understanding how your people function can you improve their performance by enabling them to work better |
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| 2. Motivate |
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Motivation comes from the person being coached
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The motivation doesn’t come from the coach, it comes from the person you are coaching because you are letting them identify their own goals.
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Goals = definite improvements in performance.
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Your job as coach is to make sure that the goals they identify can bring about definite improvements in performance.
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List of goals |
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At the end of the Motivation meeting, each person will have a list of goals that have been agreed. |
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Specify |
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Goals must be SMART |
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SMART: Specific, Measurable, Achievable, Realistic and Timed
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No vague statements |
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Vague statements contain words that are not precise and so the objectives they describe
cannot therefore be measured. Examples used in the programme were quality, better,
efficient and effective.
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Clarify objectives |
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By defining objectives in these terms, you are clarifying them for the person and giving them the best opportunity for success.
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Person takes responsibility |
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Defining and clarifying objectives in this way will enable the person to take responsibility for them. Once the person feels responsible for the outcome, improvement is likely. |
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Action |
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Transfer or develop skills |
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The coach’s role is to help the person transfer or develop the skills necessary to carry out the task. Better performance can only be achieved through positive change.
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Responsibility for the goals. |
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You work with the person to assist them accomplish the new tasks, but it is the person’s responsibility to implement them.
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Action = results |
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Coaching for better performance is all about results . The Action stage provides you with the biggest opportunity to influence the results. Your role should be objective and positive. You should be free with praise and encouragement. |
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| 5.
Review |
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Actual performance versus expected performance |
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The review is stage is important because it gives you and the person the opportunity to discuss each goal. You can evaluate the amount of improvement that has taken place by comparing the actual performance against the expected performance.
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Don’t lose sight of missed goals |
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If a goal is not achieved, make sure it is not discarded. Your role is to give advice and encourage the person to try again.
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Always praise their efforts |
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Whatever the outcome, you should always praise the person for trying. If the goal has been reached, congratulate them. If the goal has been missed, there will be a reason that will probably not be to do with their efforts. |
You can see the entire coaching procedure being used by a manager in the Aspina Learning Resource ‘Coaching for Better Performance’ which is available on DVD & Video or interactive CD-ROM. To request a free preview copy, click here.
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