Coaching for performance is also known as continuous improvement coaching. It requires all the skills for executive coaching and team coaching but additionally involves an ability to consult through process analysis and opportunity advice.

It is a faster-flowing style of coaching often applied in high-cost, high-pressure environments. In reality, performance coaching is equally applicable in any business environment where there is the opportunity to go from good to great ... or even excellent.

Organisations usually seek the services of a performance coach to catalyse their output, boost productivity, or optimise performance. The key role of the performance coach is to help bring about the desired change through working with your people.

A true performance coach brings an ability to enrol stakeholders , drive culture change, facilitate discussion and analyse work flows. The role is multi-dimensional and requires an understanding of personality dynamics as well as an analytical mind and strong project management skills.

We believe that the investment in a good performance coach is incrementally rewarded by enhanced bottom line results. Our experience has shown this to be the case on projects where there has been a long-term commitment to the investment.

At the Cape Leadership Centre, our skill set and experience is particularly suited to working with sales teams, marketing teams, and departments in administrative support roles.
 
We kick off with an initial audit to gain insight into the existing processes, behaviours, attitudes, and team dynamics. Using the audit results and current performance as the starting point, we work with the team to establish the goal posts, identify blockages, eliminate sources of waste, streamline processes, align the inputs to the desired outputs, and develop a culture of excellence.

Performance coaching often combines the human side (leadership skills, staff motivation, performance management, etc) with hard business measurables. From our experience, any change that only looks at re-engineering processes and systems usually only creates short-term results. To create a sustainable lift in performance, behavioural change - starting with leadership - is critical.

We often bring in tools such as values mapping (Cultural Transformation Tools) and Insights Discovery leadership and team profiling tools to complement the performance coaching journey.