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Coaching-Prescription for Performance.

November 13, 2008

So you have been witnessing your team’s performance and have noticed some things needing attention.  Let’s say you have one or two team members who just are not performing as well as you thought they should be.  What do you do?  So the diagnosis is in, what is the prescription? Basically, if you were to look at it from a business decision, you have one of the following 3 options to choose from:

Coach Over

Coach Up

Coach Out

Let’s look at each of these critical steps.


coachup Coach Up

1. First diagnose the problem or the zone. What caused it?

2. Set a time to speak with the individual candidly, do they want to change? (remember the COLOR Signature)

3. Set an action plan that both of you agree upon

4. Meet regularly to surmise the results

5. Check regularly to ensure buy in

6. This mode is usually a time when you are having to apply some diplomatic pressure for performance.

coachoverCoach Over


1. Most of the time, if they are passionate, just not about their particular portion, it may simply be a mismatch of talent.

2. Set a time to speak with the individual candidly, do they want to change? (remember COLOR)

3. Set an action plan that both of you agree upon

4. Meet regularly to surmise the results

5. Check regularly to ensure buy in

6. This mode is usually a time when you are having to apply some diplomatic pressure for performance.

coachoutCoach Out

1. Not always the easiest to do, but sometimes it HAS to be done.

2. If someone is unwilling to move, you have a responsibility to protect the flock

3. Set a time to speak and remember, be candid

4. You may be shutting a door for God to open for them later

5. Be swift, this is dead wood and will slow you down.

exclamation

Although an experienced leader can most likely look quickly at the situation and be able to judge exactly what to do, it is very important for you to stop and prayerfully discern what the situation really is.  After all, if we simply act on a hunch or our own cognition, then what would separate us from the “real world?”  We are to be beacons and using this process in a Christian and professional manner, we can continue to help show others Christ through our leadership.

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About the Writer:

me21

Trent Cotton has spent a number of years in management and business consulting. After spending some time in the field, he joined the HR department, beginning in recruiting and eventually serving as the Department Head of HR for one of the major lines of business. With such a varied background, he works to bring all of these together to help churches and other Christian organizations incorporate some common business practices into their ministries to enable them to better serve the Kingdom. He currently works for SourcePointe, an HR Outsourcing Agency while continuing to own and operate Christian Management Consulting as a ministry. In his free time, he also writes a lot on Church Development as a Church Consultant.

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