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Unlocking Management Excellence: The Power of Performance Coaching

August 4, 2023

Effective management is the cornerstone of organisational success. To excel in their roles, managers often turn to performance coaching. In this update, we consider the types of managers who may benefit from performance coaching. Are you one of them? We explore popular coaching processes and draw upon insights from renowned coaches to inspire and motivate on the journey to improved performance.

Which managers most benefit from coaching?

Performance coaching can benefit managers at various stages of their careers, including both seasoned professionals and emerging leaders. It is particularly helpful for those seeking to enhance their leadership skills, increase employee engagement, develop effective communication strategies and improve their decision making abilities. Furthermore, managers undergoing changes or facing new challenges can benefit greatly from coaching, as it provides a supportive and structured environment for growth and development.

What are some common coaching approaches?

Popular coaching processes for improving management performance often include:

  1. Goal setting and action planning: this is where we work with the individual to identify specific goals and develop action plans to achieve them. The process ensures there are clear objectives and a roadmap to follow.
  2. Feedback and self-reflection: in a supportive way we encourage self reflection and provide constructive feedback to enhance self-awareness. This enables managers to identify areas for improvement and develop strategies to overcome challenges.
  3. Skill development and training: coaches facilitate skill-building exercises and recommend training programmes tailored to the needs of the individual. These initiatives an focus on areas such as communication, conflict resolution, delegation and time management. The benefit of coaching is that it provides a tailored and direct approach to supporting the individuals development areas.
  4. Accountability and progress tracking: we establish accountability within the coaching 121 sessions. These can include regular check ins and progress reviews to help managers stay on track and measure their progress. It promotes a sense of achievement and responsibility towards consistent progress towards goals.

There are a plethora of coaching approaches to draw from depending what will best benefit the individual. One famous model is the GROW model developed by Sir John Whitmore which focusses on Goals, Reality, Options and Will or, What next. The model provides a flexible yet structured framework for coaching conversations and helps exploration of possibilities and to generate insights and take decisive actions.

In the words of legendary basket ball coach John Wooden, “Success is never final, failure is never fatal. It’s courage that counts.” We can often draw on motivational quotes to help instil determination, resilience and a growth mindset in managers and ourselves fuelling a quest for our very best performance. What motivates you?

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