2. The Ins & Outs of a Review
1. Why do we have them / do them?
2. What do we expect to achieve from one?
3. What are your current challenges with
them?
4. What would you like to see different?

3. The ability to influence
& motivate

4.  Choose a neutral location
 Don’t position across a desk – use less
authoritative positioning
 Do as much in writing as possible
(have/script key talking points) both you
and the team member
 Be prepared emotionally, mentally and
with thoughtful language (scripting)

5.  Make sure your language is legal!
 Go in seeing it as a learning experience
for both
 See it as a coaching conversation vs.
critique
 Avoid over talking / over explaining
 Establish rapport by letting them talk
first.

6.  Genuine concern
 Common ground
 Words
 Body language
 Tone of voice
 Mood
3 Key Elements to
Communication
3 Key Elements to
Communication

7. What’s happening during a review
conversation?
What you need to know to deliver
an effective review…
image courtesy of www.aperfectworld.org

8. E => T => F => D=> B
FILTER
Personality
Values
Beliefs
Life Experience
& Conditioning
FILTER
Personality
Values
Beliefs
Life Experience
& Conditioning
Event Triggers Feelings Decisions Behaviors
Thoughts
=> Your lens = Your
world

9. EVENT
OR
EXPERIENCE

How you describe
the situation to
yourself…in
essence the story
you give it!...
…whether it’s true or
not.

10.  Natural Wiring
 Family (ethnic, gender)
 Social
◦ Hobbies
◦ Neighborhood
◦ Spiritual
◦ Schools
◦ Regional
◦ Country of origin
◦ generation
•Work Life
Jobs
Industry
Bosses
Company
All these have
shaped how and
why people respond
to life circumstance.
All these have
shaped how and
why people respond
to life circumstance.

11. Better Reviews
Through the Lens of Coaching:
1.What is coaching?
2.Benefits of coaching?
3.The absence of it - is the absence of effective
leadership
4.What are qualities of an effective coach?
5.What is effective coaching?

12. 1. What is coaching?
…the ability to constructively influence to a different
outcome.
Coaching is a process that
enables learning and
development to occur, with the
aim of improving an individual’s
capability and performance.

13. Benefits of Coaching?
To team member, you, team, department, company?
 Generates improvements in individuals’ performance/targets/goals
 Increased openness to personal learning and development
 Helps identify solutions to specific work-related issue
 Greater ownership and responsibility
 Developing self-awareness
 Improves specific skills or behavior
 Greater clarity in roles and objectives
What would you add to the list?

14. Effective coaching can result in for company…
• enhanced performance, including increased ability to take
initiative and find solutions to problems
• enhanced productivity due to increased motivation
• strengthened commitment to personal, professional and
organizational goals
• increased retention of high performing staff
• greater levels of co-operation with change
• greater commitment to collaboration to achieve results.
What would you add?

15. After all that – can you imagine the absence of it?
The absence of it - is the absence of effective
leadership…
What does that look like?
What’s the impact?
Performan
ce
Gap
Manager Not Coaching…

16. Qualities of an Effective Coach?
Here’s some of my favorites:
•Patient
•Firm
•Clear on expectations
•Consistent
•Ability to influence
•Empowers
•Available
•Observant
•Approachable
•Encouraging
•Positive / constructive communication
•Accepting with vision

17. SELF ASSESSMENT
Qualities of an effective coach
Rate: 1-5
__5 - really good at
__1 - really need to work on

18. The Self Persuasion Coaching Model =
Coaching from the inside out
1. See the situation / performance
2. See a desired outcome
3. See the options to get there
4. See why it matters to you and others / benefits
5. See the consequences if not met
6. See the plan
7. See the plan in action
8. See the results
Use the Power 6: who, what, when where, how, and why
Open ended questions = key basis of a coaching conversation

19.  The key to influence and activating
change.

20. Notes

21. Strategies &
Guidelines

22.  Describe employees performance actually write down
objectively and specifically
 Identified cost sometimes irritating behaviors should be
tolerated if there’s little cost
 Cost Considerations: Lost or sick time payments, cost of
errors, lower productivity workers compensation costs, safety
concerns, team morale, excess of time demand on managers
 Gather – documentation
◦ What evidence do we have
◦ A testimony
◦ What reports

23.  Gather – documentation
◦ What evidence do we have
◦ A testimony
◦ What reports
 Look at your own performance
 What about my leadership/mgt. style has contributed to
this?
 How have I contributed to this person’s feelings?
 There anything I can do to turn this person around?

24.  Be specific and singular in behavior
 Is this part of an ongoing behavior or response
pattern
 Is there something occurring in this employees
personal life that is creating this situation?
 Are there unusual circumstances in the workplace
that are part of the problem?

25. > Clear – understood expectations
= job – job scope & job
competencies
= relating to others
> Documenting / Tracking
> Feedback Coaching – formal &
informal
> Improving performance as you go

26.  Download the app: The 1% Edge Portable Coach
 Bring a workshop to your company:
www.thehumansphere.com
 Consider enrolling in The Management Intensive™
www.themanagementintensive.com
 Subscribe to the management blog: use link
above