Coaching for performance and development

- By definition, we know that coaching addresses both short-term results and long-term goals. Using that distinction, we can identify two different types of coaching that work together to create powerful outcomes. These are performance coaching and developmental coaching. Performance coaching. This is when it helps employees become more effective in their jobs right now. That could mean helping them meet expectations, close particular skill gaps, and address behavioral problems. It also provides a structured forum for accountability, maintaining an awareness of deadlines as well as the consequences for not doing so. Perhaps you have a superstar employee who is suddenly neglecting to turn reports in on time, or maybe you have a consistently low performer who hasn't responded to individualized training or encouragement. In both cases, performance coaching can help you uncover the disconnect and create a plan for improving performance and meeting expectations. Now we'll switch to developmental coaching. This is designed to help employees grow, develop, and prepare for the future. Here, leaders partner with their coachees to identify specific development opportunities in support of their career aspirations. That might include enrolling in a rotation group, accepting a stretch assignment, or taking on more responsibility. With this type of approach, coaches also might help employees refine some attributes and skills that aren't necessarily integral to their current jobs, but may be crucial in a future role. Here's an example. Say you're coaching an employee whose position doesn't involve presentation skills, but you know she is fully focused on moving on as a program manager or people leader. You could be deliberate about letting her head up a project that would require briefing members of the senior leadership team. That will give her a chance to practice and enhance her presentation skills, while also increasing her visibility among a larger group of leaders. When you recognize the power in both types of coaching, you can combine those to achieve remarkable results. The key is working to find the right balance between guiding employees to meet performance expectations and supporting their growth and development. But when you apply this well-rounded approach, you'll discover your employees are more productive, more satisfied, and more engaged, and that matters today more than ever.