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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