How Coaching Affects Performance Management: Do's, Don'ts and Current Trends

• Current performance management trends

• Why conducting 1-on-1 coaching and feedback is essential to all managers

• How managers can facilitate effective 1-on-1 coaching and feedback

• Difficult conversations in the workplace: Tips & Best Practices

We will cover…

Presented by…

@7Geese #OKRs

WENDY PAT FONG @WENDYPFONG Director of Talent and Operations, 7Geese

ISABELLA (IZZIE) EGAN @IZZIEEGAN CEO, BLANKSLATE.Partners

e

xp

re

ss

io

fb

eh

av

io

Align your team and achieve more, together.7Geese is a team-driven, continuous, and transparent platform that helps organizations rollout objectives and key results goal-tracking, values-based

recognition, and a continuous culture of coaching.

BLANKSLATE. PartnersOn Demand HR: Working in partnership to

create stronger, better workplaces

1. Importance of Coaching for an organization

2. Trends in coaching 1-on-1

3. Research on benefits of coaching culture

4. Coaching in Depth

5. Best Practices

Agenda

Coaching is unlocking a person’s potential to maximize their own

performance. It is helping them to learn rather than teaching them.

- Timothy Gallwey

Asked for a conservative estimate of monetary payoff

from coaching they got, these managers described an

average return of about 6 times what the coaching had

cost their companies

- FORTUNE Magazine Feb 2001

Importance of Coaching

Coaching impacts each and every team member in an

organization . . .

• Skill development at all levels

• Creation of a leadership pipeline

• Engagement by all employees

• Retention of employees at all levels

• Increase in business performance

Power of Coaching

The goal of coaching is the goal of good management; to make the

most of an organization valuable resources.

- Harvard Business Review

• Incorporating coaching culture

• Managers becoming coaches

• Employee driven conversations

Trends in coaching 1-on-1

Data collected proved that good management actually makes a difference in performance

Found 8 qualities for a good manager:

• Is a good coach

• Empowers the team and does not micromanage

• Expresses interest in and concern for team members’ success and personal well-being

• Is productive and results oriented

Google’s Project Oxygen

Found 8 qualities for a good manager:

• Is a good communicator - listens and shares information

• Helps with career development

• Has a clear vision for strategy for the team

• Has key technical skills that help him/her advise the team

Google’s Project Oxygen (con’t)

7Geese used our own data to find a correlation between

frequency of 1-on-1s and team performance

Monthly 1-on-1s improved performance 35% vs. no 1-on-1s

7Geese Data

Av Progress

47%

55%

64%

72%

80%

Bi Weekly Monthly Quarterly None

1-1 per report freq Av Progress

Weekly

Bi Weekly 51%

Monthly 76%

Quarterly 59%

0 67%

• Incorporating coaching culture

• Managers becoming coaches

• Employee driven conversations

Trends in coaching 1-on-1

Frequently asked questions:

• Are they part of the performance management cycle?

• Why do we need them?

• How often do I have to have them?

• Who owns the meeting and how do they work?

• I’m not a coach—I’m just their manager.

• They are a waste of time and we’re too busy for this

1:1’s - What are they anyway?

Who are you in the conversation?

Prepare for Your 1-on-1• Make it a two-way dialogue

• Actively listen

• Ask questions

• Be specific

• Look for solutions

• Focus on outcomes that encourage improved performance

• Seek agreement

Questions to Get StartedAbout them personally: (Yes—we’re saying get to know your team on a personal level!)

• Tell me about your week—what has it been like for you? What’s going on in your life?

• Tell me about what you’re working on

• Where do you think I can be most helpful?

• What questions do you have about this area of responsibility or project?Do you know

how you’re making an impact for the company/project/team?

Questions to Get Started (con’t)About their day to day and relationship with the company:

• Are you happy working here?

• Who is really kicking ass in the company? Who do you admire?

• What’s the biggest opportunity that we’re missing out on?

• What could I do differently to support you/what do you need to achieve your goals?

• What are you working towards personally?

• Do you have the resources you need?

Success and Common Pitfalls• How do I know if the 1-on-1’s are any good?

• We get stick in weekly updates—how do I avoid this?

• Our company is plagued meetings for meetings sake—is this one?

• I’m not sure I connect with my team?

• They don’t like me, so why would they want to spend time with ?

Caution: Personal Bias AheadPersonal perception and biases may influence how

you view your team members performance.

• Halo Effect

• Leniency

• Strictness

• Contrast Effect

• Similar-To-Me Effect

Q & A Discussion

e

xp

re

ss

io

fb

eh

av

io

Align your team and achieve more, together.

Tweet Us: @7Geese