Performance coaching is a highly effective technique for improving the performance of your people. Corrective coaching is a method of coaching people who need to improve in a manner that helps them progress within their, consequently improving their performance or behavior.

What you'll learn from this course
Have an understanding of performance management and talent management systems
- The concepts of performance management, talent management, performance appraisal and performance coaching are explained
- The concepts of Best Practices, Benchmarking, Performance Standards and Standard
- Operating Procedures (SOPs) are explained
Draft/agree on role profiles with team members
- The organisation structure is examined to ensure that the role adds value, is necessary and contributes to organisational goals
- A role profile is drafted and is aligned to departmental KPAs, KPIs and organisational objectives and values
- The team member participates in drafting the role profile and signs off on the completed profile
- The role profile can be used as the basis for recruitment, job evaluation and grading (separate processes)
- Performance standards are agreed with the role incumbent, are clear and concise and are documented according to the organisations policies and SOPs
- The team member takes ownership of the role
Formulate performance standards for a team in a function
- Performance standards are formulated in relation to the function’s goals, objectives and deliverables
- Performance standards are clear and concise and specify the activities to be performed
- Feedback from team members is incorporated into the performance standards to promote the buy-in of team members
- Performance standards are recorded and documented according to the organisation’s policies and procedures
Agree performance targets with role incumbents
- Targets agreed are SMART – Specific, Measurable, Achievable, Realistic and are Tracked
- Targets agreed include both realistic and stretch targets
- Measures and frequency for tracking and recording the performance of the team member are agreed
- The team member accepts accountability for his/her performance against agreed targets
- Provision is made for contingencies
- The team member completes a Personal Development Plan and works towards achieving the plan during the period of review
Establish systems for monitoring performance
- A variety of performance monitoring systems are identified and reviewed for possible use in the function
- The performance monitoring system selected is in line with the organisation’s policies and procedures for performance assessment
- The performance monitoring system is communicated to team members to promote buy-in
- The performance monitoring system is set up in accordance with the organisation’s policy and procedures
Conduct Performance Coaching
- Prepare for regular performance reviews with team members
- Arrangements are agreed with the team member, including time, place and nature of the review
- Constructive feedback is given immediately after learning incidents and during formal reviews
- Questioning and active listening techniques
Conduct corrective coaching
- Performance is objectively assessed and non-conformance to standards identified
- The shortfall is pointed out to the role incumbent who is given opportunity to explain
- The degree of fault/no-fault is determined
- A performance improvement plan is agreed with the role incumbent
- In the case of misconduct, counselling is undertaken or a formal warning issued depending upon the seriousness of the incident
- Where the role incumbent is displaying the signs of a troubled employee, a formal referral via the EAP is arranged in accordance with the employer’s policy
- In cases of serious misconduct, the matter is handled in terms of the organisation’s disciplinary procedure
Document and record coaching and performance reviews
- The manager reflects on informal coaching sessions and records key issues including the time and date, what was agreed and a review date
- Formal Performance Reviews are properly documented and are signed off by both the manager and the role incumbent
Duration
2 days or bespoke modular options available
Accreditation / CPD
- SETA
Enquire about this course
Our team have worked with:








