Embed Size (px)
Citation preview
Welcome to Developing Potential
We are highly experienced in transforming business outcomes through creating high performance coaches and building high performing coaching cultures.
Whatever you would like to improve, we have the solution.
!
2
Why Performance CoachWhy do elite sports performers have a coach?
Why do so many successful leaders have a coach?
Why do so many organisations seek to implement performance coaching?
With around 70% of employees disengaged with their job this is the fastest proven way to increase engagement, performance and results.
This big book is to support you in implementing and sustaining high performance coaching.
!
3
Performance CoachingThis big book is split into 2 parts.
Part 1 begins on page 5 and deals with performance coaching myths.
Part 2 begins on page 14 and provides you with a suggested performance coaching framework you can use to develop and practice these skills to boost performance and results.
We hope you find the book enjoyable and useful - it is short and a handy size so you can keep it with you and use it for support every day.
!
4
Myth 1. Performance coaching is that thing that happens once a year at appraisal time isn’t it?
No...Performance coaching is a method and leadership style that supports and challenges people’s performance every day.Never walk past good or poor performance without giving feedback and do this in the appropriate way, for example praise in public and challenge in private and always ask your employees for their thoughts first.
!
5
Myth 2.Performance coaching is a methodology I can use to get people to do what I want?
No...Performance coaching is a way of building shared accountability and mutual benefits, recognising the importance of the employees own agenda as well as your own and that of the organisation.
You need to ask questions to find out about their interests and goals and find a way to align these with what it is you want to achieve to create a win/win.
!
6
Myth 3.Performance coaching takes a long time and I don’t have the time!
No...Performance coaching can take time depending on the complexity of the issues involved, yet one good question that makes someone think for themselves is effective coaching.
So next time you want something doing ask questions rather then telling someone what you want doing...you will be surprised at the results you achieve.
“What do you think we should do?”
!
7
Myth 4.I’m a leader not a performance coach!
No... Performance coaching is a style of leadership that you can adopt that will bring big results and sustain them for the long term.
Sir Dave Brailsford, Performance Director of British Cycling puts their success down to great coaches.
Great leaders are performance directors, so empower your people by encouraging them to find their own solutions through great performance coaching questions.
!
8
Myth 5.Coaching is that soft fluffy stuff not for intellectuals, specialists or technical people!!
No...Coaching is built around the skill of asking questions that make people think.
You don’t need to have a high IQ to ask great questions but having great EQ (Emotional Intelligence) really helps.
And once you have asked the question you must listen to the answer. Great leaders seek out and include the contributions of their team.
!
9
Myth 6.Performance coaching is for building rapport and great relationships isn't it!
No... While building rapport does help, performance coaching is primarily to enhance performance, get results and achieve objectives for both the leader (coach) and the employee.
Aligning objectives and providing high support and high challenge will get you the results you need...be clear about what they want too.
!
10
Myth 7.Performance coaching is all about the coach telling his team or employee what to do and sharing their experience!!
No... Performance coaching is a two way process where the coach asks questions that enable the employee and team to find their own way forward.
Engaging your people fully in their job and in the goals they are seeking to achieve will mean they are far more likely to reach them.Make sure you allow them a say.
!
11
Myth 8.The leader (coach) always has responsibility for achieving goals and results.
No...Performance coaching enables leaders to effectively delegate tasks and creates joint responsibility for achieving goals and results.
Don’t think you have to achieve everything yourself. Asking questions, engaging others, raising awareness of the importance of their contribution and asking them to take responsibility for their own performance will all lead to higher and sustainable results.
!
12
Is this for you?Team GB and many successful organisations have shown just how effective performance coaching can be.
If you are looking to build and sustain high performance and better results, and are prepared to invest time and energy in delivering them, then performance coaching is for you.
!
13
Developing Potential’s Performance Coaching FrameworkOver the rest of this big book we set out our suggested performance coaching framework.
We have been lucky enough to work with many high performing leaders, organisations, Olympians and Olympic teams and have taken this knowledge and experience into developing a framework that anyone can follow if they want to learn the secrets of high performance coaching.
This book only has the headlines and if you would like more just get in touch.
!
14
Step 1 - Right People/Right Jobs and Talent IdentificationMake sure you are coaching the right people.
Identify what it is you really need to succeed and measure your current team against this.
Make the time to engage with your team and know where they fit in.
Sit down with each member of your team and have a coaching conversation to see how they fit and what they might like to contribute to the team.
Plan for the future - attract people with the right attitude and behaviours.
!
15
Step 2 - Developing the Right MindsetSteve Peters, previously psychologist to Team GB cyclists sees mindset as how we see ourselves, others and the world.
How do you think of yourself - strong self-belief, adding value to others, fair, confident and able to express yourself?
How do you think of others - capable of delivering, having potential and wanting to do well?
How do you think of the world - it’s not fair, the goalposts always move and there are no guarantees?
Is this your mindset?
!
16
Step 3 - Building Emotional IntelligenceResearch has shown the importance of emotional intelligence rather than intellectual intelligence for high performing leaders
Find people who want to be coached.
Ask genuinely open questions and listen to the answers.
Ask about them as well as the results needed.
As well as regular 1 to 1s have informal conversations every day.
Include others in decisions that affect them and let them find the solutions.
!
17
Step 4 - Developing Awareness and ResponsibilityAll Performance starts with self-awareness and the role of a performance coach is to support others in developing their awareness.
Without this they will be unable to take action that will change their results. Ask awareness raising questions that will enable others to think for themselves and find solutions.
Once they are aware they have a choice to take responsibility for the change needed - ask responsibility raising questions such as, “What are you going to do now?”
!
18
Step 5 - GROW Your Performers and PerformanceG = GOALS - What do you want to achieve?
R = REALITY - What is happening now?
O = OPTIONS - What can you do?
W = WILL - What will you do?
GRO is all about asking questions that raise awareness, while W is about asking questions that will generate responsibility.
This is a great model for self-coaching as well as coaching others.
!
19
Step 6 - When Should You Performance CoachWhen working with their elite athletes, Team GB coaches are providing challenge and support every day. So if you implement the first 5 steps you will already be on your way to developing shared accountability and personal responsibility in your employees.
Don’t coach infrequently, such as the annual appraisal or even just at regular 1 to 1s...learn to coach in the moment.
Whenever you see good or poor performance and the opportunity to ask a question - build daily habits.
!
20
Step 7 - The Aggregation of Marginal GainsThe ‘aggregation of marginal gains’ was one of the key reasons British Cycling were so outstandingly successful at the 2012 Olympic Games.
If you break down everything you could think of that goes into riding a bike, and then improved it by 1%, you will get a significant increase when you put them all together.
For your organisation focus only on those things that will make your bike go faster and performance coach your team to do the same - aggregate your marginal gains through your people.
!
21
Step 8 - Sustaining Performance and ResultsSo many things get in the way of generating and sustaining high performance.
Lack of time (real or perceived), believing you have all the answers, that it is quicker to do it yourself, impatience, a lack of belief in others and failure to invest appropriate resources.
Yet if you could solve your biggest issues, take your biggest opportunities and fully engage your team, what would this be worth to you and your organisation?
Performance coaching will deliver this.
!
22
What Now?Do you want better results and to keep them for the long term?A fully engaged team who willingly take action and deliver the results needed every single day?
If you have answered yes then take action.
Choose those tips and steps you would like to implement. From these pick the one behaviour you would like to display or the one action you would like to take and that you think will have the greatest impact for you and your performance and then move to the next page and take action.
!
23
Take ActionFor the behaviour or action you have chosen, what is the first step you need to take?
✓ How will you do this and do you need anyone else to support you?
✓ When will you take this step? We recommend setting a specific time to do it and not a ‘by when’ date.
✓ Take the step and learn from the result. High performers keep taking action until they get the result they want.
Then repeat until you are sustaining the changes you want to see.
!
24
Final ThoughtsAre you feeling positive about taking action to become a performance coach?
If you were able to performance coach every day, what would this do for your results? Both in and out of work?
We would love to hear your success stories and if you have any questions why not give Les or Mark a call?
Les Duggan+44 (0) 7812 [email protected]
Mark Solomons+44 (0) 7836 [email protected]
!
25
Contact UsTo find out more about performance coaching and how you can lead for exceptional results please contact us.
Visit our website, send us an e-mail or call us. We will be delighted to hear from you.
Phone +44 (0) 20 3303 0496E-mail [email protected] www.developingpotential.co.uk
!
