The primary reasons for introducing Performance Counselling are to accelerate:
- Improvement in performance
- Acquisition of skills
- Changes in behaviour
- Overcoming personal shortcomings
We work with individuals on behalf of the organisation to improve performance.
Typical Model for Performance Counselling
Step One: Understanding the Individual's Requirements
- What issues and outcomes are you hoping coaching will help them overcome or achieve?
- What is stopping them, and what has stopped them from achieving or overcoming these issues in the past
- How will your organisation measure the results of the coaching intervention
- How will your organisation sustain the outcomes achieved by the individual from the counselling
Step Two: Initial Meeting with Individual
- Explain the aims and goals of your organisation in relation to performance counselling.
- Explain what is involved in a counselling session, what the individual can expect, what the initial session will involve, what subsequent sessions will entail.
- Determine length and number of sessions, self monitoring, homework.
- Roles and obligations of both parties.
Step Three: Individual undertakes Thinking/Leadership Styles Profile Questionnaire
The more the individual knows about how they think and behave, the better prepared they are to improve their performance.
The Thinking/Leadership Styles Profile and/or EXPERT Psychological Profiler for Business™ can help the individual create change through:
- Identifying the unique thinking patterns that characterise their current behaviour;
- Understanding which of their thinking patterns are more effective, which aren’t and why;
- Helping the individual decide which thinking and behaving patterns they want to change
Step Four First Session
Typically the coach will work with the individual to:
- debrief the results of the Thinking/Leadership Styles Profile and or EXPERT Psychological Profiler for Business™.
- Identify priorities for development and set targeted improvement goals.
Step Five: Regular Counselling Sessions
(Sessions usually run fortnightly, for up to 2 hours each session, over
a 2 -3 month period)
Depending on the agreed upon period for the counselling assignment, varying amounts of time is typically spent on the following:
- Formulating strategies to bring about change in behaviours and attitudes;
- Recognising, examining and challenging self limiting beliefs;
- Developing action plans- for achieving the goals and removing barriers to success.
Step Six: Managers as Coaches
(How to manage the individual now the performance counselling has ended)
Long after the formal counselling relationship has ended the improvement seen in the counselling intervention can be built upon.
Managers can be trained in recognising and managing the specific personal styles of the individual as depicted in the Profile.