Six Elements of a High Performance Culture
High performance is about inspiring not pressuring.
#1 Philosophies in high performance cultures:
- Servant-leadership. Leaders serve teammates. Teammates serve each other. Everyone serves customers.
- Maximize strengths. Understand, acknowledge, and leverage strengths more than fixing weaknesses.
- Behavior focus. High performance always degenerates into observable behaviors.
#2. A fundamental belief in high performance cultures:
Coaching maximizes potential, expands capacity, and enhances fulfillment.
- High performance coaching:
- Is a fundamental way to develop and lead people.
- Requires heart.
- Is forward-facing.
- Successful coaches:
- Partner rather than pull rank.
- Make people feel valued and powerful.
- Leverage curiosity and listening.
- Believe people want to succeed.
- Serve the best interest of coachees and the organization.
- Keep one eye on the scoreboard and two on the playing field.
- Successful coachees:
- Aspire to grow and contribute.
- Practice transparency, candor, and vulnerability.
- Take responsibility for their own development and performance.
#3. Coaching principles:
- Create safe environments.
- Focus on the future, even when discussing the past.
- Monitor energy.
#4. Coaching practices:
- Ask questions.
- Listen openly.
- Offer reflections and observation.
- Design solutions and goals.
- Inspire ownership.
- Schedule follow up.
#5. Coaching patterns:
High performance cultures leverage the power of systems without treating people like machines.
- Basic coaching patterns.
- Coaching patterns for special situations.
- Performance problems.
- New opportunities.
- Patterns that build results and relationships.
#6. Coaching plans:
High performance organizations develop execution plans. How will you move the ball down the field?
- Use checklists before and after coaching sessions.
- Schedule quarterly meeting to debrief, train, and support coaches.
- Leverage evaluation systems for coaches and coachees.
- What’s working?
- How might this relationship be better?
- What percentage of time did my coach spend listening?
What ideas might you add to a the six elements of high performance coaching culture?
Where is more clarity needed?