Performance coaching

If you want to improve your performance, be more effective in your role, and need a professional sounding board, performance coaching is a powerful way to respond directly to address your needs in a focused manner. Obviously, you can find tips & tricks on the internet. The impact of such however is usually short-lived. The result of Performance coaching on the other hand, is that your performance will sustainably improve, resulting in greater job satisfaction and possibly positioning you for 'further' career development.

In Performance coaching we address your daily activities in a 1:1 setting; undivided attention to discuss your insecurities, disappointments and annoyances. The focus is on your professional activities, but it is clear that there is an interaction between work and your personal circumstances. You decide what you bring to the conversation, what information is instrumental to perform better. We explore what is 'going on' (structural or incidental) and work 'case-based' – that is to say: based on your practical experiences – on how it can be done more effectively. Self-insight and a willingness to approach reality differently are indispensable to achieve improvement .

A set of online tests called Discover will provide you with valuable insights into this. They will make clear which strong qualities you have, but also how 'too much' of these strengths could lead to 'pitfalls' and in which circumstances you become less effective. These insights will enable you to formulate and implement changes you want to make, benefitting you, the people around you, and the company results.

In addition to Discover, AaT offers other coaching resources and methods that have proven their value: including for instance GROW model (goal, reality, options, will), mind mapping, Appreciative Inquiry, RET (dealing rationally with organizational and management issues and responsibilities), ACT and Influencing style analysis based on Thomas & Kilmann and Caldini.
If a recent assessment report is available, which has not (yet) been adequately followed up, AaT can assess if possibly a performance coaching program based on that report can be initiated.

WHAT DOES PERFORMANCE COACHING BRING - FOR YOU?

• you will gain better insight into the factors and processes that influence your productivity and effectiveness.
• Through these insights, discussing your practical experiences and receiving feedback on your actions, you can improve your performance in the short term.
• Such improvements contribute to more pleasure and satisfaction at work, which in turn leads to better results, thus increasing your chances for the future.

My role as coach is not to tell you what to do or provide ready-made recipies. I help you to get insight in your 'thinking and doing', your patterns in what you choose to do or not do, and obtain clarity in your issues.

WHAT DOES PERFORMANCE COACHING BRING - FOR EMPLOYERS?
Offering an employee a performance coaching process aimed at talent and competency development already has a motivating effect in the short term; when employees get the possibility to develop themselves, get more out of themselves, they will be extra motivated to do their work with dedication and pleasure, even in difficult circumstances.

The key staff that will shape the future of organizations and companies are those who develop themselves 'broadly'. Who seek both (deep and broad) professional as well as personal development, converting this growth into 'profit' for themselves and the organization. That is why performance coaching is a valuable and indispensable part of a solid development or training plan.

The line manager often does not have sufficient time and/or the 'toolbox' required to fully undertake this past of his/her management task. Offering professional performance coaching sends a strong signal that managers want to retain these employees for the organization.

Performance coaching is a 'process' and tailor-made. All about Talent does not believe in 'quick fixes', but is committed and involved, focused on sustainable improvement and solutions. The duration of these processes and frequency of the sessions are determined in consultation with the client; the conversations take place on average every four to five weeks.