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360 Degree Feedback: Behavioral Feedback and Performance Feedback for Team Coaching

360 Degree Feedback can be one of the most essential tools for gathering behavioral feedback and performance feedback. As a people manager, In today's fast paced environments, managers often find themselves not only responsible for team coaching, but for projects, process improvement efforts, training initiatives, and the list goes on and on. Because we can't be with our teams constantly, it can sometimes be difficult to have a true feel for their individual needs and even their performance. Most managers find themselves making a number of assumptions or applying a certain amount of guesswork to fill in the gaps when they're not around. Others have leveraged the 360 degree feedback technique to ensure they stay on top of their teams while being pulled in numerous other directions.

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Development Action Plans for Employee Development Through Behavior Changes and Skill Improvement

Development Action Plans can be one of the most important tools in employee development. Successful realization of behavior changes or skill improvement requires not only solid coaching and communication, but a clear plan to make the necessary behavior changes or skill improvement come to fruition. The plan should be used in the 'W' phase of the IGROW Model as well as a tool implemented after coaching has occurred to plan the next steps that will be taken. Keep in mind Development Action Plans are only meant for use in coaching scenarios. If you are working with a counseling scenario, a Development Action Plan will not be your best resource as the employee is not working to make a behavior change or skill improvement but is making a choice not to perform. You can learn more about the difference between Coaching and Counseling in an additional article.

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Leadership Quotes

We have compiled some famous, infamous, and our all around favorite leadership quotes from leaders such as Winston Churchill, George Patton, Albert Einstein, Stephen Covey, among others.  Enjoy! 

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Performance Management System – Best Practices for Successfully Measuring Results

In every organization, a performance management system is critical to the success and effectiveness of the business.  While many companies reference performance management as a key competency, few have robust approaches that enable both manager and employee success.  In this article, we’ll discuss the key components of an effective performance management system so that you can better identify gaps in your own processes and implement best practices that will continually enable performance improvements in your organization.

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The Role of the Key Performance Indicator in Measuring Performance and Driving Performance Results

Key performance Indicators (KPIs) play an essential role in the performance management system of an organization.  KPIs provide an objective viewpoint of your company’s performance, relative to your business goals and to any other industry benchmarks.  Leaders at all levels of the company can walk through their business and get a subjective sense for what is happening by listening to employees and seeing the business activities that are occurring, but that is not enough.  Without objective data how do managers and leaders know what levers to pull to improve results?

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Simple Project Planning: Project Plans for Non Project Managers

Creating an effective project plan is a key skill, not just for project managers, but for any leader in today’s business environment.  With industries rapidly changing, technology innovations coming daily, and the pressure to optimize businesses ever present, grasping how to create a simple project plan is a key first step in running every business. For non project managers, creating an effective project plan can be a more daunting task amid all of our other daily responsibilities but it doesn't have to be.

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