Performance conversations take place in many different forms, coaching is one that is often over looked. Are you coaching your employees to reach even higher levels of performance? Imagine what would happen if you were!
Like many, I spent hours this summer enjoying the feats and activities of the Summer Olympics, and I was especially amazed at the accomplishments of Michael Phelps.
After one race, I noticed something especially interesting from a performance management standpoint: immediately after completing a race and earning yet another gold medal, Phelps' swim coach was right there with a couple of words. Were they words of encouragement, of praise, of support? I can only imagine. Throughout other races, I saw this same figure consistently by the swimmer's side, intently watching lap times, and certainly providing support to one of the greatest Olympians of all time.
The lesson is an obvious one: even the greatest in our organizations can benefit from our coaching, our performance conversations, and our feedback. Phelps knows how to swim; he has mastered techniques and trained to extreme lengths. Yet, here was his coach, providing support, encouragement, guidance, and/or celebration in the best of times.
Performance conversations come in many versions and at many opportune times. As we witnessed this summer, in most cases the gold medal was won in part because of intensive coaching and instructive feedback. Are you coaching your gold medal employees to reach even higher levels of performance? If not, imagine what might happen if you did.
Marnie E. Green is Principal Consultant of the Chandler, AZ-based Management Education Group, Inc. Green is a speaker, author, and consultant who helps organizations develop confident leaders. Contact Green at phone: 480-705-9394 email: mgreen@managementeducationgroup.com web site: http://www.managementeducationgroup.com.
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