When employees in an organization are aligned in achieving the vision, mission, and goals....a magical thing happens! People at every level naturally want to help their co-workers succeed because they are all invested in success. In the Character Culture Performance Cycle, Coach for Performance is about supporting the development of others with a focus on maximizing individual potential and organizational performance. It follows Commit to Accountability, described in last month’s blog
, because you first need to empower employees so that they are committed to making a difference.
In a character culture, employees are all responsible for performance and this means supporting each other in many ways – from providing on-the-spot feedback to offering to work alongside a co-worker to troubleshoot problems in achieving goals. In organizations where this magic happens, employees live the character values of respect, integrity, compassion, and courage. In a culture without these core values, employees are more likely to compete rather than coach others.
The following questions will help you start a conversation with your direct reports about the concept of coaching peers and co-workers.
1. What can you do to help others develop? Do you see opportunities for this within your role?
2. Are there specific areas where you think your peers can help you develop your skills? What would that look like?
3. What is one area where you feel that I, as your direct supervisor, would have the best perspective in coaching you to achieve to your potential?
TIP: As a leader, you can promote a culture of coaching for performance by role-modelling the concept for others. For example, ask your staff for feedback on a regular basis to show that you want to learn how you can improve, but to also set the stage for a feedback-rich culture.
Read more about the Character Culture Performance Cycle in my just-released book: Building a Character Culture for trust and results in the workplace