Coaching and Performance Management
"Ninety-one percent of respondents believe there is a direct link between investment in leadership development and organisational performance."
"It's interesting to note that three of the less frequently used development activities are rated as some of the most effective (external executive coaching, leadership courses, formal mentoring schemes)."
CIPD training and development survey in conjunction with the Centre for Labour Market Studies, University of Leicester, 2004.
- Coaching key staff in order to ensure you retain them and make the most of their attributes
- Tailored 360 degree feedback programmes – to help embed your organisation’s competencies and culture.
You may be responsible for the personal development of your staff, but are you taking enough responsibility for your own?
Nowadays it has been recognised that it’s often not technical expertise that makes an individual a good manager or a great leader, it is the way they behave that makes the difference. Emotional Intelligence is more significant than having a high IQ when it comes to managing and getting the most out of people.
Research has proven that the number one reason an individual leaves their job is because of the person for whom they work. The behaviour of someone’s boss is crucial to the contentment, satisfaction and career fulfilment of their direct reports. Basically, if you don’t like the person you are working for, if they are not giving you the right encouragement or development opportunities, you are likely to move on to work for someone else.
Have you ever considered how you interact with other people? How would others describe you? What are your attributes and where could you improve your behaviour for your personal gain and for the good of the organisation? How do you respond under pressure and how does that impact others?
Do people like working for you? If not, why not and does it matter? Actually, it does matter. Motivated individuals perform better than unmotivated ones and that hits the bottom line. Staff turnover is costly in terms of recruiting replacements and training them. Although some labour movement is healthy, vital experience cannot be replaced overnight. By comparison, a more stable workforce gives strength and certainty and increases productivity.
There are a variety of psychometric tools and methods which can be used to make individuals more self-aware. This insight can be used on an individual personal basis or shared within a team to promote better understanding, communication and common goals. Coaching and mentoring can be carried out over a period of time with regular progress meetings as appropriate.