Poor Performance
Green Light: Let’s Get Going
1. Poor performance can be very personal. Ask the person(s) you’re coaching to identify what consistent and professional performance looks like. Write that down so it’s visible. 2. Then ask them what does poor performance look like and write that down as well. 3. The key part of this activity is then to ask them how would you like me to identify and communicate to you when you’re exhibiting high performance, and when you’re potentially exhibiting poor performance. This leads to greater acceptance of feedback when it comes to poor performance.
Yellow Light: Needs Attention
1. Assuming poor performance has been demonstrated, provide the feedback with a question afterward such as a self-actualized question specific to the following: “Your performance has been lacking a little bit specific to (fill in the blank), and what I’d love to hear from you is what you’re going to do to successfully turn this around and what can I do to assist you?” 2. The key is to get them to see themselves and ask them to coach themselves if they were exhibiting the following factors specific to poor performance. Make a list and then ask them to itemize actions they could take to offset that list.
Red Light: Needs Immediate Attention
1. Knowing that performance is always being measured in terms of progress, ask them what they can do and are willing to do to accelerate in those areas starting tomorrow morning. 2. Ask them if they had to accelerate their progress specific to performance and expectations you’ve discussed and improve within their job starting tomorrow, knowing that you’ve been at this a bit, what would they specifically do to facilitate that? Have them write it down to visualize it.
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