Rethinking Performance Reviews: Utilize Your Coachable Moments!

October 23, 2010 in L3 Leadership, Leadership Coaching, Leadership development, Management Training by Marc Michaelson | 2 comments

Personal performance— beyond raw talent, relies on feedback, adjustments and practice.  Feedback, adjustments, practice?  This is what coaching is all about. And, it works best when it is a key element of the relationship a manager has with their direct reports.  When leaders and managers develop a “coaching relationship” with their reports, the opportunity to offer feedback for adjustments, a contract for making these adjustments, and a safe space to practice the changes–are all possible!

You may  or may not know this, but you miss out, or take advantage of coaching moments every day.

These moments, when taken advantage of add up over time,  are way more powerful than your formal annual or semi-annual performance reviews. Way more!

Try this, dedicate a portion of each of your one-on-one sessions with your directs to be focused developmental coaching .  By doing this you will create a means for open dialog and partnership for performance forward.   Make sure you create a joint vision for the positive outcomes of your partnering for success. This will transform the “reviews” to a collaborative coaching relationship vs. one way assessment.

Am I dreaming or is could this become a reality?

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  2. Gina’s avatar

    GinaNo Gravatar on October 25, 2010 at 7:30 am

    No one goes through life with the idea that they want to do poorly at everything. People have a desire to do well. Sometimes in order for that to happen- they need to have that coaching from their leaders. It is a wonderful learning opportunity for everyone- leaders grow just as much as the person they are coaching.