EFFECTIVE ONE-ON-ONE PERFORMANCE MANAGEMENT CONVERSATIONS
“How do we have an effective, constructive performance management conversation that inspires the person to be more and do more?”
A META-COACHING APPROACH
“How do we have an effective, constructive performance management conversation that inspires the person to be more and do more?” This is one of the many routine leadership questions that I have had to answer in my work as a leadership development trainer and coach in corporates. This is one of the requests posed by the 360 results indicating that the leaders I work with needed to improve this skill--in order to maximize the potential of each of their team members, and bring the best out of them.
And so I set out to develop a structure for effective, constructive performance management conversations. I asked, “What are the key components to be included in such a conversation?” “What would be critical to start off with, based on the science of human functioning?” Most importantly, “What could I take from the tried and tested Meta- Coaching structure on coaching an individual that could fit into a step-by-step structure of a performance management conversation?” The answers to the questions led to the following structure, which has two main stages, and some subsets within each main stage.