6 Coaching Conversations

The traditional annual performance review is “a process that looks in the rear-view mirror, that’s focused on what you’ve done a year ago. That just isn’t current with how we’re working and how many of the  employees that we’re looking to attract or grow have been raised.”
Donna Morris, CHRO at Adobe

PERFORMANCE REVIEWS DON’T IMPROVE PERFORMANCE.
We need to move the mindset from performance review to performance development.

Constraints of traditional performance appraisals:

• Costly to implement
• Often a monologue rather than a dialogue
• Too formal, and likely to stifle discussion
• Too infrequent
• Not sufficiently meaningful to the role (an exercise in form filling)
• Rarely followed up with appropriate actions
• Often a stressful experience for those involved

Adapted from Tim Baker – 5 conversations framework
We’ve taken the insightful work of Tim Baker in his book, ‘The End of the Performance Review’ and applied our unique
approach to finding a practical implementation for our SME clients.

6 COACHING CONVERSATIONS
• One 20 minute conversation a month
• 6 different topics rotating
• Identifying success indicators for the role which link back to the strategic goals of the business
• Including a 6-monthly review of the factors that indicate success in the individual’s role
• Discussing the team member’s contribution approach to work through the 4 non-job-role conversation