If your team members are surprised by your level frustration about their performance…

When we let someone go, and they feel like it’s a surprise…

If your employee turnover is higher than you want it to be…

If your company isn’t growing at the pace you know it should…

This tool is going to help you immensely. 

HAVE CONVERSATIONS EARLY AND OFTEN

This 5 step coaching process is going to help you no matter what bucket you fall into. 

This is going to help you and your leaders if your company is in the early 7 figure stage all the to the 8 figure range. 

This process is centered around having conversations early and often. So this will require that you have weekly touch points or space to connect with your team. And I will say this over and over again, your people are your most powerful resource. Investing time in quality interactions with them will grow your business more than any other strategy. 

 

COACHING PROGRESSION CHECKLIST

Ok, so step 1 of this process is Opportunity to Improve. This is a critical stage. This is about you changing your mindset as a leader. When your team makes mistakes, try to stop thinking about it as something they did wrong and you want to make sure they don’t do it again. That has an avoidance tint to it. 

Instead, think of it as an opportunity for them to get even better than they already are. And because of that, we should be thankful, to a certain extent, when these things happen. It gives us the clear opportunity to have a very positive and encouraging conversation with them. This will help them understand that mistakes do happen, and it’s our ability to learn and grow from them that matters.

Not only is this a big missed opportunity in general to help your team grow, it’s also a big miss in setting the foundation for the coaching progress moving forward. 

 

STEP 2: EXPLORE AND BARRIERS

Alright, so what happens if that initial coaching doesn’t create the improvement? Step 2 is to explore any barriers that may be getting in their way of improving since you discussed the opportunity. This gives you the opportunity to seek understanding and help them solve problems more effectively. Assuming they can just take our coaching and all is well is typically naive. 

At this point we have given them the support they need along with challenging them to be their best selves and take advantage of this opportunity. 

 

STEP 3: ESCALATE AWARENESS

We now have moved into the third time we’re addressing this. If after exploring barriers together, there is still no sign of, or not enough improvement, escalate the conversation. Do so in a way that clearly highlights the opportunity has now turned into an issue. Document that issue via email as well as the expected improvement and set clear expectations that lack of improvement will results in a Performance Plan.

A STUDY WAS DONE ONCE…

At this point I want to talk to you guys about a study that was done. In this study there were two groups of chimps in different rooms who were hooked up to shock treatment. Group #1 was shocked at random. Group #2 was warned with a tap on the glass, they waited 10 seconds, and then shocked the group. What happened for a period of time? Well group #1 started live in a state of anxiety pretty consistently. Group #2 lived a relatively normal life, until someone tapped on the glass. At that point they braced themselves for the eventual shock. 

Point of this story is this. If we are not tapping on the glass by having the progression of coaching conversations with our people, they end up in a state of anxiety, worried about being reprimanded or fired. And if your people don’t feel safe, then there won’t be trust and ultimately your teams performance will suffer.

 

STEP 4: FORMAL PERFORMANCE PLAN

If lack of consistent improvement continues, create a formal performance plan that articulates the expectation, timeline for improvement, and plan to get there, with clear expectation of off-boarding if we don’t see it. 

STEP 5: OFF-BOARD

Off-Boarding as a result should be almost inevitable if needed improvement isn’t made 

 

IN CONCLUSION

Having conversations early and often will allow you to develop your team so you get better performance from them over longer periods of time. This will reduce your employee attrition rate and save you countless dollars along with improving your company’s ability to hit financial targets. 

Additionally, when you do ultimately have to off-broad, you have to ensure you’re “tapping on the glass”. This is critical to making sure the existing team doesn’t suffer from fear and uncertainty about their own roles which will ultimately create trust issues in the business and negatively impact performance. This is a key point for anyone looking to build the dream team at 7 figures that will take them to 8. 

The best to be clear on the core areas you need to help your team in, is to create your Fit Profile or A-Player persona. This will clearly articulate to everyone the critical expectations that you have as leader and improve your ability to focus on the foundational things as you progress people through the checklist. To learn more about our Fit Profile Creation service, click the button below.