Performance Coaching and its Importance in Healthcare
Coaching is a form of development in which an experienced person, called a coach, supports a learner – the coachee – in achieving a specific personal or professional goal. The coach provides training and guidance so that personal and professional growth and performance are boosted, and individual responsibility and accountability is promoted. [1]
Performance coaching is an ongoing process, in which supervisors, as coaches, evaluate and address the developmental needs of their coachees to improve performance in their current roles, build strengths, or correct weaknesses. Coaches and coachees work collaboratively on developing plans that might include training, new assignments, job enrichment, self-study, or work details. This also helps build and maintain effective relationships between coachees and coaches. [2] With performance coaching, coaches and coachees work collaboratively in an ongoing process in which coaches evaluate and address the developmental needs of their coachees to improve their performance.
In healthcare industry, where employees need to apply new technologies and medical techniques, and adapt to community, on-the-job, performance-related feedback helps healthcare professionals learn more effectively. [3] Implementing performance coaching in healthcare ensures constant improvement in employees’ career development. Consequently, it unlocks the full potential of the healthcare workforce in improving the public’s health and contributing to healthier communities, especially in LMICs countries.
| Implementing performance coaching in healthcare ensures constant improvement in employees’ career development, and consequently, unlocks the full potential of the healthcare workforce in improving the public’s health and contributing to healthier communities, especially in LMICs countries. |
Healthcare Supervisors’ Roles in Performance Coaching
To coaches, who are expected to support their coachees to reach their full potential through a partnering process, five elements are suggested to achieve effective performance coaching:
Set goals to generate positive results for coaches and coachees.
In order to avoid communication gaps around goals between coaches and coachees, performance coaching and goal tracking is critical. Goals establish accountability and promoting development. Without specific goals, it’s impossible for coaches to provide useful feedback as both coach and coachee might not be aligned on the same set of expectations the coachee is working towards. When it comes to goal setting, a SMART goal process is highly recommended.
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