For leaders carrying a business outcome, not a development goal.
For first-time and mid-level managers making the shift in identity.
The right match is what makes coaching work — we build it deliberately.
Every engagement ends in a plan with evidence, not a feeling.
One to one performance coaching is increasingly being recognised as the way for organisations and individuals to improve performance. By improving the performance of the most influential people within the organisation, the theory goes that business results should improve. Executive coaching is often delivered by coaches operating from outside the organisation whose services are requested for an agreed duration or number of coaching sessions.
This form of coaching focuses on the core skills an employee needs to perform in their role. Skills coaching provides a flexible, adaptive, ‘just-in-time’ approach to skills development. Coaching programmes are tailored specifically to the individual and are generally focused on achieving a number of skill development objectives that are linked to the needs of the organisation.
Coaching activities here are aimed at enhancing an individual’s performance in their current role at work, to increase their effectiveness and productivity at work. Generally, performance coaching derives its theoretical underpinnings and models from business and sports psychology as well as general psychological theory.
As well as being a means of identifying an individual's behaviour and performance, work shadowing is an excellent method of getting immediate feedback on behaviour, with a discussion of alternative ways of handling future such situations. It is also sometimes called OJT (On The Job Training)
