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Friday, 15 March 2013

Friday Guest Blog: Managing performance with a coaching approach

By Becci Martin - Boo Consulting


As an executive coach and coach trainer, I spend a great deal of time working with leaders and their teams on how to move from good to great. The focus of my work is often on how I can support organisations to improve performance and enable culture change that will ultimately enhance the products or services provided. I wanted to share how great it is, as a coach, when we enable our clients to achieve the desired outcome and more often than not the common feedback we hear is that coaching/mentoring has led to…

§  Better working relationships with peers
§  Improved stakeholder relationships and influencing skills
§  Improved self-confidence
§  Improved job satisfaction and performance

It is the final point around improved job satisfaction and performance that really resonates with me. If I can achieve this in my coaching session then how can a leader translate this into the wider workplace with teams and bring the results that the organisation desires?

What if we used our coaching skills in our day to day interactions with colleagues in our organisations? Trying a new approach to managing the team might just lead to individuals building confidence, taking on the responsibility, challenging poor performance in a constructive and supportive way and most importantly building their own leadership capacity which ultimately leads to higher quality output and customer service. Using your coaching style to manage performance and provide helpful and timely feedback is crucial to enabling the team to achieve whilst ensuring that performance is always on the agenda.

According to the Institute of Leadership & Management (2011) coaching has become a powerful tool in the modern workplace and has been proven to develop individual and organisational performance.

“At its best, this key management tool can deliver considerable benefits, helping managers get the most from their teams, boosting employee engagement and developing high performing workplaces” ILM (2011)

Effective leaders have a significant impact on the success of the organisation in which they are leading. They shape and inform the culture and role model excellence. Organisations that thrive are likely to be those with leadership capacity in abundance and who embrace opportunities to develop the talent pipeline. Translate this into your environment and the resulting high performing workplaces will, in turn, become high quality organisations delivering excellence.

Next time you meet with your team or strike up a performance conversation why not engage your “manager as coach” approach and see what results you achieve.

To learn more about what coaching can do for your organisation contact becci@boo-consulting.com or www.boo-consulting.com

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