Coaching for Improved Work Performance | Ferdinand F. Fournies

Summary of: Coaching for Improved Work Performance
By: Ferdinand F. Fournies


Embark on a journey to become a successful manager by unlocking the secrets of effective employee coaching in the summary of ‘Coaching for Improved Work Performance’ by Ferdinand F. Fournies. Discover the value of managing employees’ behavior, the art of providing positive reinforcements, and the strategies to minimize workplace problems. Learn how to communicate efficiently, provide neutral feedback, and use a five-step approach to behavior management. Get ready to master these essential managerial skills and witness the transformation in your team’s performance.

The Art of Coaching Employees

Effective employee coaching is not something that comes naturally to most managers. A process of providing specific interventions to manage employee behavior, coaching is a skill that needs to be learned and practiced. Managers who follow common practices or react instinctively often end up making self-destructive and counterproductive actions. Successful managers recognize their employees as human resources and invest in them accordingly. When employees succeed, their managers succeed too. Hence, managers should go above and beyond to help their employees succeed, as it is directly proportional to their own success.

Managing Problem Employees

It is a common misconception that terminating a problem employee is the solution to unproductivity. However, replacing an employee can be expensive and time-consuming. Instead, it is better to spend resources and time to rehabilitate the employee. Managers can effectively manage employees by focusing on behavior modification, using specific interventions to elicit desired behaviors, and providing positive reinforcements for good performance. Negative consequences should also be implemented for undesirable behaviors. Managers should avoid playing psychologist, as it is not their responsibility to know the personal details of an employee’s life. Instead, they should concentrate on managing specific behavior with cause-and-effect interventions. Giving praise and recognition to employees is a powerful and free way to reinforce good behaviors. Genuine and timely feedback can turn poor performers into good ones and good ones into great ones.

The Art of Effective Communication

Effective communication involves the transfer of thoughts, not just information. To achieve this, managers must provide stimuli that lead employees to the desired conclusion. Asking questions and storytelling are effective methods to engage listeners. However, managers need to ensure comprehension by getting feedback from employees. Managers should also avoid assuming that their perspective matches that of their employees. Only the employees’ perception of a consequence matters, not the manager’s view.

Providing Effective Feedback

Managers often fail to provide employees with feedback, leading to a lack of clarity surrounding expectations and performance. Employees need specific feedback regarding their work and behavior. Neutral feedback can be used to bring attention to areas where employees may be unaware of problems. By building awareness, managers can help employees improve their performance and resolve nonperformance issues quickly.

Employees require feedback to understand what is expected of them and how they measure up. Unfortunately, managers often fail to provide specific feedback, assuming that employees already know what is expected of them. This can lead to confusion and a lack of clarity surrounding expectations and performance. To manage people effectively, managers must manage their behavior within the business environment’s restricted parameters. Providing employees with specific feedback is an essential aspect of this.

Neutral feedback can be an effective tool for bringing attention to areas where employees may not be aware of problems. By asking questions such as “Are you aware that…?” or “Did you know that…?” managers can draw attention to areas requiring improvement. Simply by building awareness, managers can help employees improve their performance and quickly resolve nonperformance issues. By acknowledging areas where employees may be struggling, managers can create a more open and supportive environment, leading to better performance outcomes.

Improving Employee Performance

To improve employee performance, managers should provide specific interventions instead of neutral feedback. Contrary to popular belief, inadequate workers do not choose to perform poorly. Rather, employees often don’t know what they’re supposed to do or lack the necessary skills. Non-performance can also result from a lack of understanding of task importance, meeting expectations, or fear of negative consequences. Additionally, personal issues or job obstacles can impact performance. Managers must provide positive consequences for doing well and avoid rewarding poor performance. Unrealistic expectations can also hinder employee performance.

Effective Coaching: A Five-Step Approach to Improving Employee Behavior

Learn a simple five-step approach to behavior management that will help you coach your employees effectively. Before coaching, analyze the problem. Get employees to acknowledge the problem by discussing it with them one-on-one, asking questions that allow them to draw conclusions and understand the consequences of their nonperformance. Emphasize that behavior is controllable, but decisions that limit alternatives must be avoided. This is the basis for any improvements. Once employees admit to the problem, move on to step two.

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