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  • High-Performance Coaching Is a Win-Win for Employees, Organizations

High-Performance Coaching Is a Win-Win for Employees, Organizations

High-performance coaching takes task-based management to a new level, providing a path to success and fulfillment.
Story by Lee Stuart

Researchers in the field of management studies have developed more than 220 definitions of leadership during the past few decades. Invariably, these definitions include attributes relating to integrity, courage, vision and good communications skills. They also include a leader’s ability to be an effective coach to the individual professionals who constitute the leader’s organization.

Establishing goals, providing context and using the organization’s mission to motivate people are the hallmarks of high-performance coaching and being a great leader-coach. Leader-coaches don’t want people simply to succeed; they also want them to feel fulfilled in their work and in their lives.

High-performance coaching involves techniques used in the worlds of sports and the military – areas where optimal performance is essential. It begins by identifying people's “starting points,” their life ambitions. Then it explores the direction people need to move to achieve those visions and the steps they need to take to do so.

Good coaches help people develop in two critical ways – by cultivating qualities and competencies. Qualities are lifelong attributes, such as courage, humility and integrity. These can be applied in every aspect of life. Competencies may be specifically job-related, such as attention to detail or negotiating skills. Good leader-coaches, however, will emphasize those competencies that are transferrable, such as project management skills, because the coachee’s total personal and professional development is foremost in the coaches’ minds.

Leader-coaching is the focus of the upcoming, one-day workshop, “Coaching for High Performance” from 8 a.m. to 4 p.m. on Jan. 10, 2019, at the KU Edwards Campus. In this program, participants learn:

  • Goal-Setting and Expectations Management
  • Why Do We Work? Misunderstanding Motivation
  • Assessing an Individual’s Readiness for Coaching
  • How to Provide Effective Feedback
  • Finding Meaning in Our Work
  • Have to Practice Empowering Delegation
     

We usually think about “managing” people rather than coaching them. Coaching requires a different mindset and a different heart-set. The focus is less on getting tasks accomplished and more on setting people on their best path toward success and fulfillment.

Join us on Jan. 10 for “Coaching for High Performance,” and discover proven techniques to help your team realize its ambitions. Registrations will be accepted up to Jan. 9.

This workshop can count toward the new KU Professional Leadership Certificate.

About the Author
Lee C. Stuart, D.B.A., is the leadership programs manager at the KU Edwards Campus. He develops and delivers training on a variety of leadership, management and communications topics for working professionals. He combines years of experience as an executive in the for-profit and nonprofit sectors with the latest in scholarly thought on leadership.