In a modern, continuous performance management environment, the manager's role has fundamentally shifted from appraiser to **performance coach**. This practical program equips managers with the essential communication, feedback, and motivational skills required to drive continuous development and peak performance in their teams. Participants will master proven coaching models, learn techniques for facilitating growth-focused discussions, and develop strategies for addressing performance gaps constructively and immediately. The course emphasizes building trust, fostering employee ownership, and transforming the manager-employee relationship into a dynamic partnership focused on sustained success.
Performance Coaching for Managers
Human Resource Management and Talent Development
October 25, 2025
Introduction
Objectives
Upon completion of this course, participants will be able to:
- Master core coaching models (e.g., **GROW** model) and apply them to various performance and development scenarios.
- Develop and utilize continuous, objective, and developmental feedback techniques (**SBI model**) effectively.
- Facilitate growth-focused performance discussions that move beyond criticism to future-oriented solutions.
- Apply motivational theories to empower employees, foster ownership, and build intrinsic drive for performance.
- Develop strategies for constructively addressing and closing persistent performance gaps immediately and fairly.
- Learn to actively listen, ask powerful, open-ended questions, and build trust in coaching relationships.
- Differentiate between coaching, mentoring, and counseling, and know when to apply each approach appropriately.
- Integrate coaching discussions seamlessly into the continuous performance management cycle.
Target Audience
- All first-time and experienced people managers and supervisors
- Team Leaders and Project Managers responsible for guiding team performance
- HR Business Partners who coach and support line managers
- Organizational Development Specialists focusing on leadership effectiveness
Methodology
- Extensive role-playing scenarios practicing the **GROW** model and **SBI** feedback techniques (video-recorded and critiqued).
- Group activities analyzing case studies of successful and challenging performance coaching situations.
- Workshops on developing powerful, open-ended coaching questions for various management challenges.
- Individual exercises creating a template for continuous, documented coaching conversations.
- Discussions on strategies for overcoming manager resistance to adopting a coaching mindset.
Personal Impact
- Mastery of core coaching models and the ability to apply them confidently in performance discussions.
- Significant enhancement of communication skills, particularly active listening and objective feedback delivery.
- Increased personal influence as a developmental and supportive leader.
- The ability to build stronger trust and rapport within their team, improving working relationships.
- Acquisition of strategies for resolving performance issues constructively and immediately.
- A mindset shift from directing to facilitating and empowering employee ownership.
Organizational Impact
- Measurable improvement in team performance, productivity, and goal attainment.
- Higher employee engagement, job satisfaction, and reduced voluntary turnover.
- Faster and more effective closing of skill gaps and acceleration of employee development.
- A cultural shift toward accountability, continuous feedback, and development focus.
- Improved effectiveness of the continuous performance management system.
- Stronger leadership pipeline as managers develop their team members into future leaders.
Course Outline
Unit 1: The Manager as Performance Coach
Section 1: Mindset and Role Shift- The strategic shift: moving from performance appraisal to continuous performance coaching
- Defining the manager-as-coach mindset and its impact on employee engagement and motivation
- Building trust and psychological safety as the foundation for effective coaching conversations
- Understanding the business case for continuous coaching: faster development and higher retention
Unit 2: Foundational Coaching Models and Skills
Section 1: The GROW Model- Mastering the **GROW** (Goal, Reality, Options, Will) model for structured coaching discussions
- Developing skills in active listening, powerful questioning, and non-judgmental inquiry
- Techniques for helping employees identify their own solutions and fostering ownership over outcomes
- Differentiating between coaching (facilitating insight) and mentoring (providing advice/expertise)
Unit 3: Effective and Continuous Feedback
Section 1: Dialogue and Delivery- Mastering the **SBI** (Situation, Behavior, Impact) model for delivering objective, behavioral feedback
- Strategies for giving immediate, timely, and frequent developmental feedback effectively
- Techniques for coaching employees to seek out and receive feedback constructively
- The "feedforward" approach: focusing feedback on future action and development, not just past results
Unit 4: Addressing Performance Gaps and Motivation
Section 1: Challenge and Support- Strategies for constructively addressing persistent underperformance and low engagement
- Utilizing coaching to help employees self-diagnose performance issues (skill, will, environment)
- Applying motivational theories (e.g., Self-Determination Theory) to unlock intrinsic drive
- The role of coaching in developing clear **Performance Improvement Plans (PIPs)** and development goals
Unit 5: Integration and Coaching Culture
Section 1: Sustained Development- Integrating coaching seamlessly into daily check-ins, one-on-ones, and project reviews
- Strategies for managing time and prioritizing coaching alongside other managerial duties
- The manager's role in facilitating peer coaching and team-based learning within their department
- Action Planning: developing a personal coaching development plan and commitment to continuous practice
Ready to Learn More?
Have questions about this course? Get in touch with our training consultants.
Submit Your Enquiry