3 Steps to establish yourself as a credible performance coach to an expert. Based on The 27 Challenges Managers Face by Bruce Tulgan and published by Wiley. For more info, visit: http://bit.ly/1mesqVl

1. WHAT TO DO WHEN
3 STEPS TO ESTABLISH YOURSELF AS A CREDIBLE
PERFORMANCE COACH TO AN EXPERT
AN EMPLOYEE YOU MANAGE
KNOWS MORE ABOUT
THE WORK THAN YOU DO

2. IT’S NOT AT ALL UNCOMMON
TO FIND YOURSELF MANAGING
PEOPLE WHOSE WORK
YOU ARE NOT SUFFICIENTLY
EXPERT IN

3. BUT HAVE NO FEAR,
THESE 3 STEPS WILL HELP YOU DEVELOP MEANINGFUL PERFORMANCE METRICS AND PUT YOURSELF IN A POSITION TO PROVIDE REGULAR COURSE-CORRECTING FEEDBACK.

4. STEP 1:
START LEARNING
“When it comes to managing your expert employees, learn
like you care.”

5. SHADOW THE EXPERT & WATCH THEM WORK.
SEE WHAT THEY DO AND HOW.
GET CURIOUS. READ.
WATCH VIDEOS.
ASK A LOT OF QUESTIONS.

6. STEP 2:
THINK OF YOURSELF AS A CLIENT.

7. YOU ARE THE SHREWD CLIENT &
YOUR EMPLOYEE IS A PROFESSIONAL
THAT YOU’VE HIRED.
KNOW WHAT THE PROFESSIONAL
AND INDUSTRY STANDARDS
ARE FOR PERFORMANCE.

8. STEP 3:
MAKE SURE THEY ARE HIGH PERFORMERS. OR AT LEAST ASPIRING TO BE SO.

9. YOU CAN’T HAVE LOW PERFORMERS ON YOUR TEAM
WHOSE WORK YOU DON’T
REALLY UNDERSTAND.
ENCOURAGE EMPLOYEES TO
WORK SYSTEMATICALLY AND
CONSISTENTLY ON TRYING
TO GET BETTER.

10. REGULAR ONE-ON-ONE CHECK-INS:
NOW THAT YOU ARE ON YOUR WAY TO
BEING A CREDIBLE PERFORMANCE COACH
FOLLOW THESE SUGGESTIONS
FOR BEING THEIR COACH DURING

11. YOU DON’T KNOW OR UNDERSTAND
EVERYTHING THE OTHER PERSON IS DOING.
THAT’S OK! BUT IT’S
NOT OK TO STAY IN THE
DO YOUR OWN RESEARCH
AND SELF-EDUCATION.
During regular one-on-one check-ins:
DARK AND TRUST.

12. FOCUS ON DESIRED OUTCOMES.
ASK GOOD PROBING QUESTIONS
EVERY STEP OF THE WAY.
ASK FOR DETAILS. IF ANSWERS
ARE VAGUE, PRESS FOR MORE.
IF ANSWERS ARE COMPLEX,
ASK FOR EXPANATIONS.
During regular one-on-one check-ins:

13. STAY FOCUSED ON DESIRED OUTCOMES,
STANDARDS, AND BEST PRACTICES.
ENGAGE THE EXPERT:
DID YOU DO WHAT YOU SAID YOU
WERE GOING TO DO? WHY OR WHY NOT?
HOW DID YOU DO IT?
HOW LONG DID EACH STEP TAKE? WHY?
During regular one-on-one check-ins:

14. DOCUMENT THE FUNDAMENTALS
OF YOUR CONVERSATION.
ASK YOUR EMPLOYEE
WHAT THEY THINK
YOU SHOULD DOCUMENT
AND WHY.
During regular one-on-one check-ins:

15. OVER TIME, YOU MAY
NEVER BECOME AN EXPERT.
BUT YOU WILL KNOW MORE.

16. FIND 26
OTHER SOLUTIONS TO YOUR
MANAGERIAL CHALLENGES
LEARN MORE ABOUT
Bruce Tulgan’s The 27 Challenges Managers Face
www.wiley.com/buy/9781118725597
#27Challenges