Six Elements of High Performance Culture

High performance is about inspiring not pressuring.

high performance coaching culture

#1 Philosophies in high performance cultures:

  1. Servant-leadership. Leaders serve teammates. Teammates serve each other. Everyone serves customers.
  2. Maximize strengths. Understand, acknowledge, and leverage strengths more than fixing weaknesses.
  3. Behavior focus. High performance always degenerates into observable behaviors.

#2. A fundamental belief in high performance cultures:

Coaching maximizes potential, expands capacity, and enhances fulfillment.

  1. High performance coaching:
    • Is a fundamental way to develop and lead people.
    • Requires heart.
    • Is forward-facing.
  2. Successful coaches:
    • Partner rather than pull rank.
    • Make people feel valued and powerful.
    • Leverage curiosity and listening.
    • Believe people want to succeed.
    • Serve the best interest of coachees and the organization.
    • Keep one eye on the scoreboard and two on the playing field.
  3. Successful coachees:
    • Aspire to grow and contribute.
    • Practice transparency, candor, and vulnerability.
    • Take responsibility for their own development and performance.

#3. Coaching principles:

  1. Create safe environments.
  2. Focus on the future, even when discussing the past.
  3. Monitor energy.

#4. Coaching practices:

  1. Ask questions.
  2. Listen openly.
  3. Offer reflections and observation.
  4. Design solutions and goals.
  5. Inspire ownership.
  6. Schedule follow up.

#5. Coaching patterns:

High performance cultures leverage the power of systems without treating people like machines.

  1. Basic coaching patterns.
  2. Coaching patterns for special situations.
    • Performance problems.
    • New opportunities.
    • Conflict.
  3. Patterns that build results and relationships.

#6. Coaching plans:

High performance organizations develop execution plans. How will you move the ball down the field?

  1. Use checklists before and after coaching sessions.
  2. Schedule quarterly meeting to debrief, train, and support coaches.
  3. Leverage evaluation systems for coaches and coachees.
    1. What’s working?
    2. How might this relationship be better?
    3. What percentage of time did my coach spend listening?

What ideas might you add to a the six elements of high performance coaching culture?

Where is more clarity needed?