Coaching is a relationship consisting of a structured, process-driven interaction between a professional trained in coaching methodologies and one or more individuals seeking positive behavioural change. Performance coaching specifically deals with facilitating learning and development to improve the performance of others involved in a specific role or responsibility.
It can be applied to many different disciplines (e.g., sports, acting, music) but it is especially applicable to performance in a business setting. Unlike some other coaching disciplines, performance coaching is an activity that is usually (and best) performed through a one-on-one, face-to-face interaction. Performance coaching and leadership are very closely aligned. Leading involves directing, inspiring and motivating others, all qualities that are most valuable in coaching the performance of others.
At Oceana HR professionals, we view performance coaching primarily from the perspective of helping people achieve improved performance levels. Performance coaching is a developmental discipline that centres on improving one’s knowledge, skills and attitudes beyond those that are considered basic and foundational. See Training vs. Development. We reject coaching paradigms that suggest adapting performance coaching approaches to a subordinate’s assumed current skill level or perceptions of one’s willingness to perform.
While such issues are important, we see them as being more complex, often involving elements such as employee motivation, job fit and an understanding basic KPAs which generally extend beyond the domain of performance coaching and which we believe would best be addressed within the context of performance management. We believe that the practice of performance coaching should be focused primarily on improving peoples’ performance behaviours by applying established performance improvement techniques and should be administered independently from other performance management approaches.
Performance coaching should be the responsibility of any manager who has direct reports as it can be one of the most effective and profitable of management activities. In fact, in many organisations, performance coaching is considered the prime responsibility — second only to driving results — of managers at all levels of an organisation. It is no mere coincidence that often the best way to drive results is through people development. In a world where the role of the manager has expanded as the number of managers per company has shrunk, effective coaching skills help managers do more with less.
Qualities of Effective Performance Coaches
A Team is a Group of people who work together to achieve a SHARED purpose. By shared, we mean that all of the Team members have the SAME understanding of what their purpose is and are cohesive. In every team they have a SENSE of being on a Team. They do NOT have to be doing the same tasks, nor do they need to be working in the same area,
but they still feel as if they belong on the Team. Methodology and approach of their work ENABLES them to work better as a Team, emphasis is on the fact that they perform better as a Team than they would as a group of individuals.
Why is building a dream team important
Team building in an office helps foster better and open communication between employees themselves, and also between employees and the higher management. It goes a long way in improving professional relations, understanding and co-operation, and this is very much reflected in the quality of work done. Team building in the workplace significantly contributes towards employee motivation and building trust among employees,
thereby ensuring better productivity. Making the team, a unit and improving coordination between its members is one of the important goals to be achieved on the way to success. Activities aimed at team building can certainly play a part in the success of a project or even a long-term goal. Even simple activities would help employees to get into a better mood.
Outdoor Team Building Activities