Performance Coaching (PC) is a special form within the individual coaching of executives or employees with the aim to improve the performance of the specific responsibility of the coachee sustainably.
In this form of coaching is about the professional consultancy, monitoring and support of individuals and organizations. Individual learning and performance processes are further developed, the separate identification of causes of problems and finding own solutions "supported and challenged."
The coachee is supported in results- and solution oriented and adds value to address its tasks, and thus to ensure the achievement of objectives in the area of ??responsibility. Performance Coaching is often used as a "practice amp" between the modules of basic training "Managing employees".
The topics for performance coaching include: leadership, crisis management, self-management, implementation responsibility, change processes, relationship management, etc.
Coaching „on the job“
A complementary method under performance coaching is the "shadowing" the accompaniment of the coachee "on the job", that is, at meetings, staff meetings, client meetings ... so in his daily business.
From the direct, individual and very specific feedback and specific performance-enhancing action and behavior changes for the future can be derived without loss of time.
Select suitable coaching package consisting of:
"Transformation is not to destroy the existing, but to evolve it. The raw material is needed. The outcome will be jewels. To preceive its inner value, means to cut it." (Safi Nidiaye)
Transformation coaching supports managers and employees to assume their responsibilities for the organization of their inner state as their interpersonal relationships competently. As a result, the joy returns to work in the community, a department or a company, and it opens up the possibility to identify with, their company 'or a desire to strengthen these.
Important for you:
- managers and employees find the fun and enjoy their work again
- teams work together as a real team
- active prevention against diseases (eg burnout, depression, back pain)
- larger identification with the company
- satisfied employees = satisfied customers
- improvement of the business
After the "Gallup study" only 15 percent of employees worked in Germany in 2012 really involved - at a high emotional attachment to their own workplace. The increased through economic crisis and globalization time and performance pressure, which is deplored by many workers and occupational safety and health experts with "work intensification, stress and work without end" demands maximum performance from employees and their managers. But these are also called peak performance? The job satisfaction study showed: 61 percent of employees in Germany felt, based on the year 2012, no real commitment to their work, were "not engaged", 24 percent even "actively disengaged", i.e. they showed undesirable behavior that is detrimental to the efficiency and competitiveness of businesses.