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Law of Limited Performance
MYTHS FACTS STRATEGIES
For more information contact:
Integrity Solutions
615.385.2246 | 800.646.8347 | www.integritysolutions.com
1801 West End Avenue, Suite 530, Nashville, TN 37203
A manager’s job is to run
the operation AND to coach others
to ensure they are equipped and
empowered to contribute toward
operational and personal goals.	
MYTH:
A manager’s job is to run the operation.
MYTH:
It’s not part of our culture.
MYTH:
The person has reached their potential.
STRIKE A BALANCE
ÂÂ Invest now to have more time later.
ÂÂ Make coaching part of your daily routine.
ÂÂ Keep your head up for coaching moments.
ÂÂ Coach in the field.
MODEL THE WAY
ÂÂ Don’t let others’ lack of commitment influence yours.
ÂÂ Set the example for helping others bring their best
selves to work.
ÂÂ Start a trend; start it now.
BREAK THE LAW OF LIMITED PERFORMANCE
ÂÂ Listen for perceived limitations and view of abilities to
pinpoint current belief boundaries.
ÂÂ Set goals beyond those barriers.
ÂÂ Communicate a sincere desire to help them succeed.
ÂÂ Hold them accountable.
ÂÂ Use outcomes to build belief – both yours and theirs.
COACH EVERYONE
ÂÂ For low performance, turn mistakes into learning –
building employee confidence and competence.
ÂÂ Recognize and reward strong performance – providing
specific details on why.
ÂÂ Encourage ALL employees to set and achieve goals –
just outside current belief boundaries.
KEEP IT CALM & COLLABORATIVE
ÂÂ Choose a good time and place.
ÂÂ Manage emotions.
ÂÂ Focus on the behavior, not the person.
ÂÂ Communicate your intention.
ÂÂ Ask for input and listen.
ÂÂ Respond to challenges with a solution-focused mindset.
ÂÂ Describe the positive outcome of the desired behavior.
MYTH:
Coaching is for low performers.
MYTH:
Coaching is confrontational.
Coaching benefits
all performers, regardless of their
current performance level.
Coaching is not
confrontational, it’s conversational.
It may not be part of
your culture, but it’s part of your
job as a leader to develop others.
With the right beliefs
and support, a person is
ALWAYS capable of growing.
1
3
5
2
4
FACT
FACT
FACT
FACT
FACT
StrategiesStrategiesStrategiesStrategiesStrategies
16079

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Law of Limited Performance: Coaching Infographic

  • 1. Law of Limited Performance MYTHS FACTS STRATEGIES For more information contact: Integrity Solutions 615.385.2246 | 800.646.8347 | www.integritysolutions.com 1801 West End Avenue, Suite 530, Nashville, TN 37203 A manager’s job is to run the operation AND to coach others to ensure they are equipped and empowered to contribute toward operational and personal goals. MYTH: A manager’s job is to run the operation. MYTH: It’s not part of our culture. MYTH: The person has reached their potential. STRIKE A BALANCE ÂÂ Invest now to have more time later. ÂÂ Make coaching part of your daily routine. ÂÂ Keep your head up for coaching moments. ÂÂ Coach in the field. MODEL THE WAY ÂÂ Don’t let others’ lack of commitment influence yours. ÂÂ Set the example for helping others bring their best selves to work. ÂÂ Start a trend; start it now. BREAK THE LAW OF LIMITED PERFORMANCE ÂÂ Listen for perceived limitations and view of abilities to pinpoint current belief boundaries. ÂÂ Set goals beyond those barriers. ÂÂ Communicate a sincere desire to help them succeed. ÂÂ Hold them accountable. ÂÂ Use outcomes to build belief – both yours and theirs. COACH EVERYONE ÂÂ For low performance, turn mistakes into learning – building employee confidence and competence. ÂÂ Recognize and reward strong performance – providing specific details on why. ÂÂ Encourage ALL employees to set and achieve goals – just outside current belief boundaries. KEEP IT CALM & COLLABORATIVE ÂÂ Choose a good time and place. ÂÂ Manage emotions. ÂÂ Focus on the behavior, not the person. ÂÂ Communicate your intention. ÂÂ Ask for input and listen. ÂÂ Respond to challenges with a solution-focused mindset. ÂÂ Describe the positive outcome of the desired behavior. MYTH: Coaching is for low performers. MYTH: Coaching is confrontational. Coaching benefits all performers, regardless of their current performance level. Coaching is not confrontational, it’s conversational. It may not be part of your culture, but it’s part of your job as a leader to develop others. With the right beliefs and support, a person is ALWAYS capable of growing. 1 3 5 2 4 FACT FACT FACT FACT FACT StrategiesStrategiesStrategiesStrategiesStrategies 16079