Your employees want to know how they see their performance, what they're doing well and what they need to improve. Intentionally spend time providing feedback on employee performance. Use individual meetings and GOOD sessions as regular feedback periods. This innovative approach to solving performance problems presents a training model and creative training techniques for managers to use in developing a supportive environment.
With the support of their trust-based coach, employees understand that, even if they fail to try something new or difficult, their coach will still be there to help them take advantage of the failure as an opportunity for learning and personal growth, rather than using that failure as a club during their next performance evaluation. Establishing TrustTrust is fundamental to any coaching relationship; when employees receive ongoing support from someone they trust to back them up, they develop the psychological security needed to honestly reflect on what drives and inhibits their performance. Just as training is necessary to train the best athletes, training employees in the workplace is crucial to preparing the organization for the changing nature of work. This innovative approach to solving performance problems presents a training model and creative training techniques for managers to use to create a supportive environment and address individual differences, including language, culture, age, and value systems.
While this level of continuous and committed training has been a basic expectation of sports coaches for years, it is a relatively new change for many organizations and one that begins with a fundamental reinvention of performance management strategies and philosophy. The capacity and training of a coach are as important as the development of the person receiving the training. To reinforce the development of training capacity and clarify the expectations of coaches, talent leaders must consider how to create responsibility in training. Learning experiences should include “real world examples” of training opportunities and scenarios to help managers practice key training conversations.
Many organizations approach this topic by combining positive feedback, identifying and tracking key training metrics, adjusting managers' performance criteria, and even considering training capacity before promoting employees to a management position.
