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Performance Coaching System

The Performance Coaching System accelerates results for individual and group improvement initiatives.


   

GEO’s Performance Coaching System builds an accountability culture that strives for performance excellence. The system is based on three asumptions:

  • Timely, constructive feedback emphasizing strengths builds individual and organizational capability and inspires performance excellence.
  • Performance Excellence cannot be accomplished in a once per annum meeting; it is an ongoing conversation and coaching that is the most powerful “in the moment.”
  • An effective performance excellence system must be simple to promote understanding, commitment and ease of use.

The system has a 3-phase coaching cycle:

  1. AIM to create the right improvement goals and plans aligned with the rest of the organization.
  2. ACT to implement the plans, monitor results and provide appropriate feedback and support.
  3. ASSESS performance against the goals and success measures that were agreed to in the AIM phase.

Each phase has three steps that establish a simple, but highly effective coaching discipline. Our training modules help you gain a deeper understanding and hands-on experience with each phase.


An ancient Chinese proverb says, “If we do not change our direction, we are likely to end up where we are headed.” The purpose of the AIM phase is to ensure that the performance coaching will be moving in the right direction.

There are three coaching steps during the AIM phase.

  • The first step is a meeting to DISCOVER strengths and aspirations and to explore potential areas for development focus. These areas consider the needs of the organization as well as the individual.
  • The second step is to set the right GOALS. The goal statement has three elements: what you intend to achieve (outcome), how you will evaluate performance results (measures) and when you will achieve the Goal (timeframe).
  • The third step is to develop a PLAN that describes the approach to achieve the goal (actions); what they will need to succeed, e.g., time, knowledge, expertise, tools, coaching, etc. (required resources); and key events that will indicate their movement toward the goal (progress indicators).

After we set goals and create plans, we ACT to achieve them.

  • The first step is to agree on 2-WAY FEEDBACK. Both the coach and the person being coached need to understand best practices for giving and receiving feedback.
  • The second step is to CHECK-IN on a regular basis. The assumption is that no plan survives its contact with reality, so it is important to monitor progress against the plan.
  • The third step is to COURSE CORRECT when things don’t go as expected. If course corrections are needed, it is important to decide on the corrections and implement them quickly.

The ASSESS phase is when you hit the pause button and ‘helicopter up’. You stop and think about what actually happened, why it happened and what to do next time (few people do this in a disciplined way).

  • The first step is to agree on the actual RESULTS. A conversation to confirm what has actually happened can sometimes trigger defensiveness and personal emotions.
  • The second step is to agree on the REASONS that things happened the way that they did. This requires an honest analysis and self-awareness on the part of the coach, as well as the person being coached.
  • The third step is to clarify the LESSONS that have been learned. What are they? How are we going to apply them to improve performance next time?

Better Performance

What would happen if you implemented GEO’s Performance Coaching System in your organization? Think about it. Consider these questions:

  • What are your challenges and top opportunities today?
  • Where do you see performance gaps that limit success?
  • What would be some of the potential benefits from closing just one gap?

Explore how the GEO’s Performance Coaching System can help you achieve better performance today.