We wrap up everything you need to know about performance coaching to better support employee’s hit their goals.
We know that coaching can massively impact our success.
In fact, over 70% of individuals who receive coaching benefit from improved work performance.
That’s pretty impressive impact.
But setting up coaching within your workplace isn’t an easy process.
In this blog, we go through:
- What performance coaching is
- The benefits of performance coaching
- Coaching models you need to know
- How to set up performance coaching culture
Let’s get started.
What is performance coaching?
Performance coaching is a focused developmental process in which a coach works with an individual to improve their work performance and achieve specific professional goals.
This type of coaching targets the enhancement of skills, behaviours, and competencies directly related to the individual’s role within the organisation.
The coach and the coachee collaborate to identify areas of improvement, set clear objectives, and create actionable plans to achieve desired outcomes.
Performance coaching is particularly effective in addressing issues such as time management, communication skills, leadership abilities, and job-specific tasks.
The aim of performance coaching is to help individuals reach their full potential in their current role, increase their productivity, and contribute more effectively to the organisation’s success.
Through regular feedback and support, the coachee gains greater self-awareness, refines their skills, and builds confidence in their ability to meet and exceed expectations.
How can performance coaching improve productivity?
Performance coaching can significantly improve productivity and performance by providing targeted support, enhancing skills, and fostering motivation.
Here’s how it achieves this:
Goal clarity
Performance coaching helps individuals set clear, achievable goals.
This focus ensures that efforts are directed towards activities that align with both personal and organisational objectives, leading to more efficient use of time and resources.
Skill development
Coaches work with individuals to identify and develop the specific skills needed for their role.
By addressing gaps and building on strengths, employees become more competent and effective in their tasks, which directly boosts performance.
Accountability
Regular coaching sessions establish a framework of accountability.
Knowing they have to report progress to a coach encourages individuals to stay on track and maintain momentum, reducing procrastination and increasing productivity.
Problem-solving
Coaches help individuals overcome obstacles that hinder performance, whether these are related to time management, communication, or work processes.
By addressing these challenges, employees can work more efficiently and effectively.
Increased motivation
Performance coaching often leads to greater job satisfaction by helping individuals achieve their goals and feel more competent in their roles.
This increased motivation naturally translates into higher levels of productivity and performance.
Improved confidence
As employees see the tangible results of their efforts through coaching, their confidence grows.
This confidence enables them to take on more challenging tasks and make decisions more decisively, further enhancing their performance.
By addressing these key areas, performance coaching not only improves individual productivity but also contributes to the overall success of the organisation.
3 performance coaching models you need to know
Three commonly used performance coaching models are the GROW Model, the CLEAR Model, and the OSKAR Model.
Here’s a breakdown of each:
🎯 Pro Tip
Want more insights on other models you can try? We wrap up 6 coaching models that can help your employees achieve their goals.
1. GROW Model
The GROW Model is a simple yet effective framework that guides the coaching process from setting a clear goal to taking actionable steps.
It’s widely used due to its straightforward approach and focus on practical outcomes.
- Goal: The first step is to define the goal.
What does the coachee want to achieve?
This can be a long-term objective or a short-term target. - Reality: Next, assess the current situation.
What is happening now? This step involves exploring the coachee’s current performance, challenges, and resources. - Options: Once the goal and reality are clear, the coach and coachee brainstorm potential strategies and solutions.
What are the possible actions to take?
This encourages creative thinking and exploration of various possibilities. - Will: Finally, the focus shifts to action.
What will the coachee do next?
This step involves committing to specific actions, setting a timeline, and determining how progress will be measured.
2. CLEAR Model
The CLEAR Model emphasises the importance of a strong coaching relationship and thorough exploration before taking action.
It’s particularly useful in complex situations where understanding deeper issues is crucial.
- Contracting: Establish the coaching relationship and agree on the objectives and boundaries of the coaching sessions.
What are the expectations?
What will be the focus? - Listening: The coach actively listens to the coachee’s experiences, challenges, and thoughts. What is the coachee expressing?
This deep listening helps uncover underlying issues and opportunities. - Exploring: Together, the coach and coachee explore the issues in depth.
What are the root causes? What patterns are emerging?
This stage involves reflecting on the coachee’s thoughts and feelings to gain a deeper understanding. - Action: Based on the insights gained, the coachee identifies and commits to specific actions.
What will the coachee do to move forward? The focus here is on creating actionable steps that lead to improvement. - Review: The final stage involves reviewing progress and the coaching process itself.
What has been achieved? What needs further attention?
This reflection helps to reinforce learning and adjust plans as needed.
3. OSKAR Model
The OSKAR Model is solution-focused, emphasising positive aspects and small, incremental progress towards a goal.
It’s especially effective in environments where building confidence and recognising small wins are important.
- Outcome: Define the desired outcome of the coaching session or the long-term goal.
What does success look like?
This step focuses on the end result the coachee wants to achieve. - Scaling: Assess the current situation on a scale (usually 1 to 10).
Where are you now? This helps the coachee quantify their current position relative to their goal. - Know-How and resources: Identify the skills, knowledge, and resources the coachee already possesses.
What strengths and resources can be leveraged?
This step builds confidence by focusing on what the coachee already has going for them. - Affirm and action: Affirm the coachee’s strengths and successes, and develop an action plan.
What small steps can be taken next?
This phase reinforces positive behaviour and sets the stage for practical action. - Review: Reflect on progress and learning.
What’s working? What needs to change?
Regular reviews help maintain momentum and adapt the action plan as necessary.
How to build a performance coaching culture
Building a performance coaching culture in the workplace involves creating an environment where continuous development, feedback, and support are integral to everyday operations.
Here’s how to establish such a culture:
1. Leadership commitment
- Lead by example: Ensure that senior leaders and managers actively participate in coaching, both as coaches and coachees. Their involvement signals that coaching is valued at all levels.
- Champion coaching: Leaders should advocate for coaching, discussing its benefits and encouraging participation across the organisation.
2. Training and development
- Train managers as coaches: Equip managers with the skills needed to coach their teams effectively. This includes training in active listening, powerful questioning, and providing constructive feedback.
- Provide ongoing support: Offer regular workshops, refreshers, and resources to keep coaching skills sharp and aligned with best practices.
3. Integrate coaching into performance management
- Embed coaching in appraisals: Make coaching a regular part of performance reviews and appraisals. Shift the focus from solely evaluating past performance to setting goals and developing future potential.
- Regular check-ins: Encourage frequent, informal coaching conversations rather than relying only on annual reviews. This helps maintain momentum and addresses issues promptly.
4. Create a safe and supportive environment
- Encourage openness: Foster a culture where employees feel safe to discuss their challenges and aspirations without fear of judgement. Confidentiality and trust are key to successful coaching.
- Celebrate coaching successes: Recognise and reward examples of successful coaching outcomes. Sharing success stories can motivate others to engage in the coaching process.
5. Align coaching with organisational goals
- Link coaching to strategic objectives: Ensure that coaching efforts are aligned with the organisation’s broader goals. This alignment makes coaching relevant and impactful, driving both individual and organisational success.
- Measure impact: Track the outcomes of coaching initiatives to demonstrate their value. Use metrics such as improved performance, higher engagement, and retention rates to assess effectiveness.
6. Encourage peer coaching and mentoring
- Promote peer-to-peer coaching: Encourage employees to coach each other, sharing knowledge and skills across the organisation. Peer coaching can be particularly effective in fostering a collaborative culture.
- Mentoring programmes: Establish mentoring programmes where more experienced employees can coach and guide less experienced colleagues. This creates a cycle of continuous development.
7. Provide resources and tools
- Offer coaching tools: Provide templates, guides, and digital platforms to support coaching conversations. These tools can help standardise the coaching process and make it more accessible.
- Accessible coaching programmes: Make formal coaching programmes available to all employees, not just those in leadership positions. This inclusivity reinforces the idea that everyone can benefit from coaching.
8. Evaluate and adapt
- Seek feedback: Regularly collect feedback from both coaches and coachees to identify areas for improvement. This ensures that the coaching culture remains dynamic and responsive to changing needs.
- Continuous improvement: Be open to evolving the coaching approach as the organisation grows. This might involve introducing new coaching models, technologies, or strategies to keep the process effective and relevant.
By following these steps, an organisation can build a robust performance coaching culture that supports continuous learning, drives performance, and contributes to a more engaged and productive workforce.
Wrapping up
Incorporating performance coaching into your workplace can transform the way your team grows and achieves their goals.
By focusing on continuous development and personalised support, you can drive better performance and engagement across your organisation.
Ready to see the impact of linking learning to performance? Book a demo of our LMS today and discover how our platform can guide more effective development and help your team reach their full potential.
FAQs
What is performance coaching?
Performance coaching is a structured, job-focused approach that helps individuals and teams unlock potential, improve strengths, and tackle weaknesses through daily interactions with a coach or manager.
It’s not just about fixing issues, it’s about cultivating skills and fostering continuous professional development
What does a performance coach actually do?
A performance coach will:
- Encourage a growth mindset and resilience
- Help you set clear goals and develop actionable plans
- Identify and overcome obstacles to progress
- Provide ongoing feedback, accountability, and emotional support
Who benefits most from performance coaching?
Anyone aiming to do better at work from new hires learning the ropes, to mid-level staff refining skills, to senior leaders handling complex responsibilities.
Performance coaching adapts to the individual’s role and experience, offering tailored guidance.