A good performance management system is comprised of three parts: (1) performance planning, which consists of setting goals and objectives; (2) day-to-day coaching to help your people accomplish their goals; and (3) performance evaluation to examine individuals’ performance against goals during a certain period of time.
Unfortunately, the most important of these three parts is almost never done well in organizations: day-to-day coaching.
Coaching should take up 90 percent of your people management efforts. It’s through day-to-day coaching that you help your people monitor their progress and systematically move toward success.
In their new book, Coaching in Organizations: Best Coaching Practices from The Ken Blanchard Companies, authors Madeleine Blanchard and Linda Miller recommend a 4-step C-FAR process for managers looking to improve their performance and development conversations.
- Connect by building rapport and setting the context.
- Focus by identifying topics and goals to be discussed.
- Activate your conversation by determining strategy and tactics for specific goals.
- Review by recapping the discussion to ensure clear agreements.
You can learn more about the 4-step C-FAR process at our archived webinar homepage. In particular check out Linda Miller’s presentation on Moving Forward during Uncertain Times: The Power of Coaching. Linda discusses
- The four parts of a coaching conversation
- The four coaching skills
- How to support your team so that team members are motivated to move forward and take intentional action