Sometimes staff require a means of enhancing their abilities to perform more effectively in their workplace. For example, a competent employee may lack confidence or self belief when functioning in a new post following promotion. Perhaps an excellent manager has limited presentation skills so reducing the effectiveness of the message s/he gives to customers and the teams at work.
Frequently, inappropriate or ineffective communication can be the cause of many issues in the workplace. This may relate to written or electronic messages, presenting to clients or effectively supporting colleagues. Inappropriate communication styles or expectations and assumptions about the level of understanding in the person receiving the information can lead to misunderstanding, confusion and decreasing motivation. If this is linked with stress and insecurity then the poor communication style may present itself through bullying and harassment of staff who are line managed by the person needing coaching.
Performance coaching allows an individual the opportunity to explore any skills deficits in order to acquire the strengths needed to perform successfully at work. Sometime this may be more to do with self belief and attitude rather than functional skills for example, giving presentations.
The role of the coach is to encourage, challenge and allow the coachees to reflect and realise their impact on other people, to allow them to identify any training needs and to gain insight as to why they behave in inappropriate ways at times.
Example 1
John was asked to consider performance coaching following his recent promotion to the role of manager. He had been prepared for the managing aspects of his new role as his post had been an internal promotion. However over the first few months it became clear that he was very insecure when it came to presenting his departmental report to the senior management team. His written report was excellent but he lacked the confidence to present effectively and make the case for his department’s future needs and targets. John attended for three coaching sessions during which time his presentation style was analysed, he identified what needed to change and the coach allowed him to develop the skills and tools to do this effectively. His negative thinking was challenged and through the use of various coaching techniques John began to improve his self belief and practised presenting with the coach.
Result: John's style improved. He no longer felt threatened or inadequate in the meetings and gradually began to enjoy presentations.
Example 2
Anne had been a senior manager for a number of years and was asked to consider performance coaching by her manager after some complaints about her attitude towards younger team members. Her style was very authoritarian and bordered on bullying. With the coach’s help she was encouraged to see how her communication style could be misinterpreted, she began to understand the junior staff's reluctance to engage with her and developed the insight and skills to encourage and empower junior staff rather than scare them.
She just hadn't realised how confrontational she had become. Some of this linked with her stress levels. Despite her forceful way with junior staff she lacked the ability to be assertive with her line manager when it came to saying “No” - fearing that this would be perceived as a weakness within the male working environment in which she worked.
Result: Anne's insight allowed her to be more realistic and supportive of her staff. She realised that managing her workload was a far more productive way of demonstrating her performance potential than her confrontational communication style. She learned to delegate more effectively as an aspect of this. The team became more effective as the culture became more open and supportive.
To discuss your organisation's needs please call Marion on 01228 409092 or email us at: Esk Consulting
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