This document discusses flipping the script on traditional annual performance reviews to focus on continuous coaching and development. It outlines how appreciative inquiry can be used as a model for coaching with four phases: discover strengths, dream of possibilities, design goals aligned with strengths, and deliver through iteration. Some common obstacles to changing culture are resistance to change and lack of time for regular feedback. The key is to start small by educating leaders and building flexibility into the new process.

1. Continuous Improvement - Flipping the
Script on Your Coaching Culture
Jordan George Shelley Trout
With: Moderator:
TO USE YOUR COMPUTER'S AUDIO:
When the webinar begins, you will be connected to audio using
your computer's microphone and speakers (VoIP). A headset is
recommended.
Webinar will begin:
11:00 am, PDT
TO USE YOUR TELEPHONE:
If you prefer to use your phone, you must select "Use Telephone"
after joining the webinar and call in using the numbers below.
United States: +1 (415) 655-0052
Access Code: 349-436-105
Audio PIN: Shown after joining the webinar
--OR--

2. Reflektive is committed to employee success—for your employees and
ours! We believe that every employee deserves a great manager, a
clear career path, and ample opportunities for development and
professional growth. Since day one, we’ve been passionate about
helping every employee reach their fullest potential. Our talented and
creative team started with an intuitive continuous feedback tool, which
is now the basis of our robust performance management solution.

3. 3
Click on the Questions panel to
interact with the presenters
www.humanresourcestoday.com/webinar-series/performance-management-masterclass/
www.recruitingbrief.com/webinar-series/performance-management-masterclass/

4. About Jordan George
Jordan George is an award-winning talent development leader and speaker with a passion for helping people do what
they do, better. As the Director of Leadership & Talent Development at CFE Federal Credit Union, Jordan pulls from
over a decade of diverse experiences in leadership development, HR, learning & performance, and organizational
development to design innovative and highly engaging learning solutions that get people excited about learning. He’s
also a total pro at making stuff up (don’t worry, this bio is the real deal). As a professional improviser, Jordan has
performed extensively throughout Central Florida as well as at the world’s largest improv festival, the Del Close
Marathon, in New York City. Blending facilitation and performance, Jordan uses the art of improvisation to help leaders
and teams cultivate positive employee experiences that empower people to do their best work.
About Shelley Trout
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of
Digital Archaeology, she became fascinated with digital representations of personality and culture, and now
leads Webinar Production at Aggregage, providing some of the most interesting thought-leaders across a
wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional
cultures, personalities, and passions.

5. 5Continuous Improvement - Flipping the Script on Your
Coaching Culture
QUESTION:
In your own words,
what is the purpose
of an annual
performance review?

6. 6Continuous Improvement - Flipping the Script on Your
Coaching Culture
IF NO ONE LIKES THEM, WHY DO WE DO THEM?
Because…
• We’re “supposed to” do them
• HR wants documentation that fits nicely into a spreadsheet
• “How else would we determine raises and promotions?”
• Management refuses to let go of this artifact of a bygone era

7. 7Continuous Improvement - Flipping the Script on Your
Coaching Culture
QUESTION:
What other reasons
can you think of to
explain why we are
still doing annual
performance reviews?

8. 8Continuous Improvement - Flipping the Script on Your
Coaching Culture
WHY DON’T THEY WORK?
Because…
• The purpose is too ill-defined
• The nature of work changes too rapidly
• Once a year isn’t enough; too infrequent
• Feedback provided is too generic
• Managers are “too busy”
• Delivering feedback is too difficult

9. 9Continuous Improvement - Flipping the Script on Your
Coaching Culture
MANAGERS TODAY NEED TO BE COMPOSERS & CONDUCTORS:
They compose the music and
keep the orchestra in tune, but
they shouldn’t be telling the
musicians how to play each
instrument!

10. 10Continuous Improvement - Flipping the Script on Your
Coaching Culture
IT’S TIME FOR A DRASTIC SHIFT…
Performance Management
Performance Development
Deficit-Focused
Strengths-Focused

11. 11Continuous Improvement - Flipping the Script on Your
Coaching Culture
Deficit-Focused Strengths-Focused
• What’s broken?
• Overcome weakness
• Short-term solutions
• Reliance on expert knowledge
• “Reform and transition”
• Highlight past failures
• Predict and control
• What’s working?
• Emphasize possibilities
• Sustainable solutions
• Reliance on personal strengths
• “Transform and invent”
• Highlight past successes
• Discovery and surprise

12. 12Continuous Improvement - Flipping the Script on Your
Coaching Culture
Appreciative
Inquiry Model
of Coaching

13. 13Continuous Improvement - Flipping the Script on Your
Coaching Culture
Discover:
A grounded exploration of
and appreciation for the
“best of what is”
Inquire into strengths

14. 14Continuous Improvement - Flipping the Script on Your
Coaching Culture
Discover:
Sounds like:
• “What is the current need and why is it important?”
• “What is going really well?”
• “What should we continue doing in the future?”
• “When do you feel most successful?”
• “What kinds of tasks / projects do you love doing?”
Inquire into strengths

15. 15Continuous Improvement - Flipping the Script on Your
Coaching Culture
Dream:
Unrestricted visioning and
collaborative debate to
articulate “what might be”
Imagine the
possibilities

16. 16Continuous Improvement - Flipping the Script on Your
Coaching Culture
Sounds like:
• “If there were no restrictions, what would be possible?”
• “What does “winning” look like?
• “What is the BEST possible outcome we could hope for?”
• “If you could create your ideal job description, what tasks
and projects would be included?
Dream: Imagine the
possibilities

17. 17Continuous Improvement - Flipping the Script on Your
Coaching Culture
Design:
Working together to develop
“what should be”
Innovate to meet aspirations

18. 18Continuous Improvement - Flipping the Script on Your
Coaching Culture
Sounds like:
• “How will we measure progress?”
• “How can we align goals with your personal strengths?”
• “Is this plan both challenging and reasonable?”
• “How can these goals be broken into small pieces?”
• “What can we do differently than before to achieve our
desired outcomes?”
Design: Innovate to meet aspirations

19. 19Continuous Improvement - Flipping the Script on Your
Coaching Culture
Collectively experimenting
and creating “what will be”
Deliver: Iterate to drive results

20. 20Continuous Improvement - Flipping the Script on Your
Coaching Culture
Sounds like:
• “What can I do to ensure your success?”
• “How will we know it’s time to change our approach?”
• “What can I clarify for you?”
• “How else can I support you?”
• “Are you making the progress you wanted to make?”
• “What should we tweak (as you uncover challenges)?”
Deliver: Iterate to drive results

21. 21Continuous Improvement - Flipping the Script on Your
Coaching Culture
CARE:
And, at the core, CARE…
• Collaboration, as a partner
• Accountability, as their leader
• Reflection, as an individual
• Excellence, as an expectation

22. 22Continuous Improvement - Flipping the Script on Your
Coaching Culture
Obstacles:
You’re going to
have them.

23. 23Continuous Improvement - Flipping the Script on Your
Coaching Culture
QUESTION:
What are some
obstacles you foresee
or have already run
into in trying to change
your coaching culture?

24. 24Continuous Improvement - Flipping the Script on Your
Coaching Culture
START
SMALL
• Educate your leaders: set clear goals and expectations
• Build in flexibility from the start
• Schedule time for regular feedback
• Continuously provide feedback in real-time
• Encourage and reward a growth mindset
SOLUTION:

25. 25
Q&A
Director, Leadership & Talent Development,
CFE Federal Credit Union
Linkedin page: askjordangeorge/
Twitter ID: @askjordangeorge
Website: http://www.askjordangeorge.com
Jordan George
With:
Editor of Human Resources Today & Recruiting
Brief, Aggregage
Linkedin page: shelleytrout/
Twitter ID: @hrposts/ @recruitingbrief
Website: http://www.aggregage.com
Shelley Trout
Moderator:
www.humanresourcestoday.com/webinar-series/performance-management-masterclass/
www.recruitingbrief.com/webinar-series/performance-management-masterclass/