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Performance Matrix

Current State:

Fifteen years ago, a medical professional looked at me like I had three heads. I had just mentioned that my organizational behavior and development process included coaching as a critical—and necessary—component. She immediately challenged me. “What qualifies you as a coach? What’s your degree? Do you have counseling experience?” I was curious why she felt threatened, but realized that most people—even today—are somewhat unclear and misinformed about what a coach does and how an effective coaching process benefits individuals and organizations alike. Truth be known, my business partner Ray Overdorff and I have been coaching individuals and executive teams since the early 1980s and before. We’ve been coaching, developing, and even certifying coaches for corporations and as individuals for decades—and consistently see radical and unprecedented results. Long before coaching certifications existed, Ray and I developed others to cascade the coaching concepts and skills throughout the organization. We were both fortunate to have extensive development and application of applied behavioral science concepts and techniques. In other words, we already knew what worked. Incidentally, the industry is just over fifteen years old but second only to Information Technology as the fastest growing industry today.

There’s a reason. Everyone benefits from the services and insights of a professional or personal development coach—if that coach knows, understands, and is certified to present a proven coaching process focused on measurable and sustainable results. Business coaching increases productivity, customer service, associate retention, process improvement, and profitability. One Fortune 1000 survey found that “coaching resulted in an ROI of almost six times the program cost.” Another survey identified a medium return of seven times the initial investment. The benefits of coaching can be life—and organizational—changing. Increased sales and bottom line performance can top 500 to 800% and higher. But money isn’t everything. Relationships improve, stress minimized, health improves, and balance and joy comes back into our lives. In fact, a coach can help you get anything you hold dear and important.

A Good Coach:

A good coach launches others on a journey of self-leadership, self-mastery, leadership of others, and getting results—that are sustainable! They know how to inspire and motivate for authenticity and exceptional performance. Mr. Overdorff has assembled a list of what a good coach knows and is good at presenting. I concur, and you’ll discover that effective leaders apply these same concepts daily with all their people.
1. Always, always, always value people:

  • Engage them personally.
  • Show genuine interest.
  • Listen to and learn from them.
  • Focus on the good.
  • Praise in public, correct in private. Better yet, give them the opportunity to discover and praise their own strengths and evaluate and correct their own opportunities for improvement.

2. Verify mutually aligned expectations:

  • It’s not what you say.
  • It’s not what they hear.
  • It’s what they thought they heard.
  • We must accept 100% responsibility for the communication—and get them to do the same.

3. Praise effort before facilitating progress:

  • We don’t always get it right the first time.
  • Praise all positive progress and attempts at improvement.
  • Praise the efforts. Show—better yet help them discover—where and how they can improve.
  • Always include follow up as a critical component of the coaching process.

4. Encourage strategically aligned improvement:

  • “A word of encouragement during a failure is worth more than an hour of praise after success.”
  • “If I accept you as you are, I will make you worse; however, if I treat you as though you are what you can become, I help you become that.”

5. Recognize, publicize, applaud, reward, and celebrate achievement:

  • When performance gets rewarded, performances gets repeated.
  • It’s about setting an example and living that example that supports sustainable behavioral change.

“Most people want to improve their circumstances but are unwilling to improve themselves.”
How good do you want to get?

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