Coaching for Improved Work Performance | Ferdinand F. Fournies

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


Embark on the journey to unlock the full potential of your employees with ‘Coaching for Improved Work Performance’ by Ferdinand F. Fournies. This summary provides you with indispensable knowledge on the art of coaching, targeting both veterans and rookies in management. Learn the value of specific interventions and behavior management, debunking the myth that you need a degree in psychology to manage people. Discover how to effectively communicate with your employees and provide them with the vital feedback necessary for individual growth and overall success. Delve into Fournies’s five-step approach to coaching and find practical solutions that will transform your employees’ performance.

Coaching for Managers

Managers must understand that coaching employees is a skill that requires providing specific interventions to manage employee behavior. Following common practices or natural responses can often prove to be self-destructive and counterproductive. To be recognized as a successful manager, it is essential to develop all of your department’s resources, particularly human resources, to their full potential. Employees must perform specific tasks to yield desired results, and as a manager, you must do everything possible to assist them in succeeding. By doing so, your success as a manager will be ensured.

Managing Problem Employees

Managing and rehabilitating problem employees is a cost-effective approach by saving the resources and time intended for replacing them. Contrary to current theories, managers don’t need a psychology degree to handle people; rather, they are responsible for managing specific behaviors. Behavior management requires specific interventions to elicit the desired outputs through positive reinforcements for good performance and negative consequences for undesirable behaviors. Managers need to redirect their natural impulses that can impede effective behavior management. Managers should give praise and recognition through timely and specific feedback to reinforce employees’ behaviors and improve their performance.

Unlocking the Art of Communication

Communication is all about transferring thoughts, not just information. To make employees think like you, provide the proper stimuli. It is vital to realize that the receiver’s opinion on the consequence is crucial, irrespective of what you think. Utilize questioning by posing questions and waiting for an answer to lead employees to your conclusion. Storytelling is also a means to achieve this, as it enables the audience to conclude on their own. The communication process is only complete when we ensure the other people understand by getting them to explain what they think. This summary unlocks the art of communication, improving how we transfer thoughts to our audience.

Giving Effective Feedback

Giving effective feedback is essential in managing people’s behavior within the restricted parameters of the business environment. Many managers, however, fail to provide feedback, assuming employees know what is expected and how they measure up. This assumption often leads to poor employee performance, which can be easily resolved through neutral feedback. Neutral feedback helps poor performers change by drawing attention to a concern that the employee may not even realize is a problem. By asking simple questions like, “Are you aware that you’ve been 10 minutes late every morning this week?”, managers can build awareness and monitor subsequent behavior. If there’s no improvement, follow up with a second dose of neutral feedback. Many nonperformance issues can be quickly and easily resolved by merely making the employee aware of the problem. Therefore, managers must give specific feedback to employees, telling them what to do, when and how to do it, what a properly executed job looks like, and whether their work meets expectations.

Improving Employee Performance

Managers often believe that insufficient performers choose to be inadequate. However, in reality,
employees fail to perform well due to not following specific instructions or not understanding how to perform well. This summary
identifies common reasons for nonperformance such as misunderstandings due to miscommunication
or lack of feedback. Additionally, it highlights how employees’ personal issues can affect their job
performance or how their jobs may be hindered by other obstacles, making it difficult to meet expectations.
Managers should provide positive feedback and specific interventions to correct these problems and generate improved performance.

Effective Coaching

Learn a five-step approach to behavior management that will help you coach employees effectively. Before coaching, analyze the problem and determine what is causing nonperformance. Follow a structured process to get employees to acknowledge their problems and commit to changing their behavior.

Coaching employees can be challenging, but it is essential for improving performance. To coach effectively, use a straightforward five-step approach to behavior management. Before coaching, analyze the problem and identify the factors that are causing nonperformance. Drop any judgments, opinions, or assumptions that could interfere with your ability to identify the root cause of the problem.

The first step is to get employees to acknowledge that a performance problem exists. Meet with them one-on-one and ask, “Do you know why you’re here?” This starts the coaching session, which should be a discussion rather than a lecture. Use questions to help employees draw their own conclusions about the issue. Getting employees to acknowledge problems is the basis for any improvements. Until they do, their behavior won’t change.

The first step is not complete until employees state their problems aloud. If employees resist, work with them to list the consequences of nonperformance. Remind employees that they can control their behavior, but their decisions limit your alternatives. Take step two when employees understand the impact of nonperformance and admit problems.

Overall, coaching is a process that involves analyzing the problem, getting employees to acknowledge problems, and committing to change. This structured approach can help you coach effectively and improve employee performance.

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