Performance Coaching


Corporate -
Performance Coaching

What is Performance Coaching?

Performance Coaching can bring out the true potential of staff at all levels. Understanding how thoughts and behaviors are affected by emotions, relationships, and social networks is an effective tool for enhancing performance.

But it’s not all about enhancing performance.

Confidential coaching can support your organization in addressing issues such as absenteeism, burnout, and stress.

Organizational change brought about by mergers, acquisitions or redundancies can be the catalyst for coaching support. Whether personal, professional or organizational, Performance Coaching will help you manage change positively.

Why Performance Coaching?

How often do we think we know what we want to achieve, only to discover that gaps in willpower and self-discipline hold us back?

High-performance coaching helps people explore their motivation, and overcome the blockers that hold them back. It’s about both support and challenge. It’s particularly useful for the following:

    • Long-range career or life planning – While some people may prefer not to have a “life plan”, there’s robust evidence that shows that people who have clear plans and goals are more likely to be successful in the long term.
    • Navigating career change points – An example of a career change point could be the transition from being primarily seen as a manager to being seen as a leader – someone who offers clear guidance and genuine inspiration. Coaching can help people navigate these change points more successfully.
    • Making fundamental changes to performance or behavior – This involves the equivalent of athletes breaking bad habits in their game, and relearning basic skills the right way.

    • Handling major life setbacks – High-performance coaching can help people recover from major business or personal setbacks. In particular, it can help people address work-life imbalances, or deal with major episodes of stress or burnout.

Type of Coach to Choose

Mentoring is more career developing in nature, while training and coaching are more task or process orientated. Also, mentoring relies on the mentor’s specific knowledge and wisdom, while coaching and training relies on facilitation and developmental skills. Although there are these differences, you could say that the three are collaborative and complementary, rather than mutually exclusive as most people would agree that a good coach trains and mentors, a good trainer coaches and mentors, and a good mentor trains and coaches. A performance coach is also a:

  • Leader – who sets the example and becomes a role model.
  • The Facilitator – is able to instruct a wide verity of material.
  • Team Builder – pulls people into a unified team.
  • Peacekeeper – acts as a mediator.
  • Pot Stirrer – brings controversy out in the open.
  • Devil’s Advocate – raises issues for better understanding.
  • Cheerleader – praises people for doing great.
  • The Counselor – provides intimate feedback.
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