Performance Coaching

Designed to offer a creative and engaging approach that embeds stale or stalled performance management programmes, “Performance Coaching” ensures individuals are aligned to the objectives of their team, the function, the Directorate and ultimately to the organisation.

In summary, every individual in an area creates a personal balanced scorecard that reflects their role. Using a visual symbol of a “dial”, the effect is to create a personal performance dashboard, where what is expected in terms of performance is represented by the arrow indicator pointing straight up. A “dashboard” of 10 dials brings together both Key Performance Indicators (the what of a role) and also competences (the how the role is executed).

Under or over performance is shown by variation away from the straight up arrow, thus creating a visual cue as to which area of an individual’s role requires attention and coaching support. Managers are trained in coaching skills to ensure that the performance is owned by the performer.

Links created with the appraisal, capability, job description processes, competence frameworks and service and business planning processes provide for a genuinely integrated service.

• Establishing performance measures – “the dials on the dashboard”, and links to other processes, such as service/business planning cycle, appraisal, personal and professional development plans, capability and job descriptions
• Transferring the skills of performance coaching
• Coaching qualification and accreditation - See ILM level 5 and 7 qualification, earlier. We would propose a level 3 qualification. Again, this would be optional.
• On going practise of coaching supervision, one to one or group based using action learning