Coaching—the Most Essential Part of Performance Management

Performance management has three elements—planning, day-to-day coaching, and evaluation. When I ask managers which of these elements takes the most time, they almost always say evaluation. Sometimes I hear long statements full of frustration about the forms, activities, and deadlines involved in the evaluation process. It makes me realize that people are putting the emphasis on the process—not the performance. And that is where many managers make the wrong choice.

Effective managers should spend most of their time on day-to-day coaching. Let’s take a closer look.

As a leader, it’s true that you have to spend time up front to set clear goals. Once you’ve completed that part, however, your job is to be there to coach your employees and help them accomplish those goals. I think of it as turning the traditional hierarchical pyramid upside down so that you work for your people. You are there to help them.

If you spend most of your time coaching your people and helping them succeed, what do you think happens when it is time for the evaluation? You get to celebrate accomplishments! When you help your people win, you win, your department wins, and ultimately your organization wins. That’s why I say coaching is the most essential part of performance management.

4 thoughts on “Coaching—the Most Essential Part of Performance Management

  1. Amen. Thanks Ken! I still have the shoe shine brush from a Faith Walk conference you led in Williamsburg, VA a few years back. Your purpose with sharing that brush, to let us know we should lower ourselves figuratively as we serve and elevate others literally. God bless and keep serving to make Jesus Smile. MPS

  2. Pingback: The Art of Coaching | Create Great Schools

  3. While it is true that coaching has an important role, too much of it can defeat the very purpose. There are times when coaching becomes rather too repetitive and then it falls on deaf ears. A lot of planning and preparation needs to go into effective coaching. It is for this reason, I very strongly believe that for coaching to be effective, there needs to a be a gap between each session for the sake of getting results and feedback. It is on the basis of this feedback that the next coaching session needs to be prepared. I am in the teaching profession and speak from the point of view of an educationist and a facilitator that I am sharing my view.

  4. Pingback: Coaching Leadership – rodrick's space

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s