2. How a coaching culture enhances
Strategic Performance Management
Strategic
People Strategy Culture Performance
Management
Strategic performance management makes the connection between the strategy and the
culture of an organization and its ability to manage employees’ performance to better
impact on business performance
Creating a coaching culture supports this by helping managers understand this and gain basic
skills to manage this linkage on a day to day basis with employees. It also enables a culture of
sharing, learning and openness, improving employee engagement.
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3. We use a Coaching Framework
-which applies to each manager and his team members..
WHERE TO?
Where are you going?
What is your direction?
What is your strategy?
HOW? WHY?
How do you plan? What motivates you?
How do you execute? What are your drivers?
WHY NOT?
What are your
limiting beliefs,
stoppers and difficulties?
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4. ..and deals with practical issues managers
face on a daily basis
Compass Mind set Examples of Organizational Situations
Direction
Leading for success 1. A team member with an unclear direction of career development
It is part of my role as a manager to help or a situation which requires major decision making
North my team members succeed and 2. On-boarding of a new team member
contribute to the organization according 3. A team member who is not clear about desired results
to their potential and greatness.
Managing for high performance 1. A team member who lacks required skills
West It is my responsibility as a manager
2. A team member who has challenges in planning and execution
to coach my team members
for a better performance 3. A team member with time management and productivity issues
Leading beyond limits
1. A team member who complains regularly
It is part of my role as a manager to
South assist my team members to overcome 2. A team member who does not expand his/her responsibility
difficulties and mental limits 3. A team member with difficulties in accepting changes
Motivating and driving 1. A team member with low motivation
East It is part of my role as a manager to keep 2. A team member with derailing behavior
my team members motivated and
driven 3. A team member who does not work according to team’s values
Coaching Skill-set 3 Vectors of CO.M.P.ACT Role play &
Pull- Push Ratio Questioning Effective Listening Feedback
Model
5. Implementation Options
• Four options are being suggested, with 1A and 1B being marginal variants. (please
see next few slides for options)
• All options would be preceded by a short organization diagnosis through interviews
with select leaders, managers and employees.
• All options would also be supported by an effectiveness check after 6 months, in
collaboration with internal HR.
• While options have been provided, adjustments could be made for further
customization if required. Some customization would happen post the diagnosis.
• Resources for delivery would be allocated based on final design and implementation
dates.
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6. Implementation Option 1A:
Standard 2 day Corridor Coaching workshop in batches of 12-15
“Corridor Coaching” is a process of coaching both formal and informal that a manager can
offer to his team members. It can be a short process offered in casual settings such as in
the corridor or in the cafeteria or as a pre-arranged organized process in the office or the
meeting room. It provides an opportunity for managers to empower and support their team
members, on a daily basis (not necessarily a full coaching process) to improve
performance, achieve results, overcome “stuck situations”, unleash their talent, and express
their greatness
Workshop Benefits:
Managing others with coaching attitude and techniques, on a routine daily basis
Managing performance coaching sessions more effectively
Getting new perspectives on management and leadership
Assisting the development and growth of managers and employees in their organization
Acquiring updated tools and knowledge, approaches, skills and practice in organizational coaching
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7. Implementation Option 1B
Modified coaching workshop with in-camera feedback- 3days
Corridor Coaching (Complete Option 1A) The additional elements
in this workshop ensure
significantly enhanced
learning. However, this is
conducted in smaller
Coaching with video playback on specific themes,
groups (8-10) and
to enhance learn by practice techniques. This
requires prior
would be followed by feedback from self, peers
preparation of coaching
and coach.
cases, with involvement
It uses the principles and methodologies of Group
of HR/ Line managers
Coaching
prior to the program.
Workshop Benefits:
All benefits of Corridor Coaching
Enhanced self awareness with respect to coaching &
feedback and rigorous real time practice
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8. Implementation option 2
Building in-house facilitation skills for corridor coaching
Certify in-house resources for conducting coaching
skills workshops for managers ( 2+ 3 days Train This option is a good
the Trainer) option if there are in-
house resources who can
train managers on an
ongoing basis.
Dependence on external
resources becomes
Handhold and audit implementation for first limited (only training
couple of workshops material needs to be
procured). However, this
requires prior facilitation
Benefits: experience for the internal
All benefits of Corridor Coaching through in-house resources and brings
resources limited width of external
Future scalability experience for managers.
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9. Implementation option 3
Use learning styles as ongoing methodology for managers
This option is a good option if
there is a focus on creating
Assess all managers on ‘learning styles inventory’ an ongoing learning
and get an ‘organization and team profile’ + teach organization. The learning
managers how to use learning styles for their styles assessments can also
subordinates in coaching. help in other developmental
processes and help
managers and employees to
plan own learning better.
However, this requires at-
least one internal resource to
Run corridor coaching for all managers with one be certified on learning styles
additional day on using learning styles (total 3 days inventory for ongoing support
workshop) to managers. The
organization develops a
common language around
Benefits: learning and can track it’s
All benefits of Corridor Coaching but managers can overall and team profiles on
use in a much more focussed way for individuals an ongoing basis.
Creates cultural shift around learning elements in the
organisation.
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