This is true regardless of training, experience or similar
background. In Coaching for Improved Performance, Ferdinand
Fournies pointed out that people performed differently and had
different needs, and it was pointless to ask them what they needed
or where they were at any given time. He said few people could
accurately assess how they did and even fewer could articulate it if
they did know. As a successful StaffCoach™, you have to know
where people are on any given task and how they’re doing overall.
You must deal with each of these performance levels differently —
that’s what the Five-Step StaffCoaching™ Model is all about. The
Five-Step StaffCoaching™ Model is a highly effective framework
that provides managers with proven techniques for achieving
greater results from their people. It recognizes that people are
dynamic. They approach different situations and different days
with varying performance levels.
To implement this simple but powerful model, the first thing
you must assess is the current performance level of each team
member. What are the standards for each person’s performance? Is
the person you’re evaluating performing above the standard,
working at the standard level or performing below standard? It is
important here to remember the value of perspective. You have the
overall performance of the person, and you must also distinguish
the different skills, aptitudes and competencies per her
different responsibilities.
One helpful way to arrive at answers to these essential,
beginning questions is to compile information about each team
member on a form like the one shown here. It doesn’t have to be a
complicated form and can easily be digitized. It isn’t intended to
function as a formal performance-evaluation report — only as a
worksheet for establishing initial leadership direction.
A good tip is to keep a file of your approaches, different
options and your people’s preferences and strengths. Constantly
reassess, plan and adapt.Coaching, Mentoring and Managing2