BUSINESS INSIGHTS
I WAS INTENTIONAL TO TIE IN THE IMPACT OF THEIR INDIVIDUAL PERFORMANCE TARGETS IN THEIR DAY-TO-DAY WORK , WITH THEIR CAREER GOALS .
organisational resources as well as areas within their work that will directly impact their career success .
I was intentional to tie in the impact of their individual performance targets in their dayto-day work with their career goals . I also worked with the employee to set SMART goals and encouraged them to do what was best for their career growth , even if that necessitated them transitioning from my team to another team or employer .
As a direct result of them feeling that their career was supported by me , they were much more inclined to stay longer
working under me even when presented with another offer from a competitor with higher pay !
3 . Use the GROW model of coaching in performance reviews
In coaching , there are various acronyms and models that we use when developing leaders or managers , but one of the most familiar is the GROW model .
In GROW , G = Goals , R = Reality , O = Options and W = Way Forward .
When conducting performance reviews with my team members , I would use this model to structure our conversations , and as a result , I witnessed their performance drastically change from the lowest tier ‘ Inadequate ’ to ‘ Very Good ’ within weeks .
I always kicked off the conversation by asking my employee what they wanted to get out of the meeting , and out of their job as a whole ( Goal ).
I then followed with a Reality check – I became curious and asked nonjudgemental questions to arouse self-awareness ( an essential trait of a coaching leader ) and asked questions such as , “ What is working well right now ? Where are you in relation to your KPIs for this month ?”
Next , I followed with Options , and asked them , “ What could you be doing differently ? What are your options ? How will you obtain the extra training ? What support do you need from me as your manager ?”
Finally , I wrapped up with finalising next steps – the Way Forward , by asking , “ Which of those options works best for you ? What will you do today ? What needs to be done now ?”
Consider incorporating these coaching practices into your management and leadership style and into your organisation ’ s management culture , then watch how your employees thrive , take ownership for their work , self-generate ideas , become more self-aware and think critically and creatively to resolve business issues as a result . x
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