Coaching a Slowing High Performer Flashcards
Approach
Partner in identifying core drivers
guide a plan to get back on track
remind the high performer of their goals and potential
celebrate the victories (inputs and outputs) that will drive to that vision
continually check in on mindset and results in R&P/1:1s.
- Formulate my Hypothesis
What is occurring that could be driving the gap?
-Quant and Qual
Formulate a hypothesis and plan questions to assess AE’s state of mind (are they aware and struggling to fix, are they unaware and need to be made aware, etc.)?
Goal
Communicate in advance of discussion that I will be discussing performance toward Winner’s Circle
Provide YOY performance data on leading and lagging indicators in advance for AE to review and digest
Provide benchmarks to the goals they defined for themselves for the year
Begin discussion by clearly outlining performance expectations and their personal goals (their “why”) that I am seeking to help them achieve
Check in in on mindset to determine if they are aware of the slowed performance and how they feel about it?
Emphasize that I believe in their potential, have seen it before, and want to support them in every way
Reality
If they are aware of the gap, ask them for their own assessment of why and share additional feedback where necessary
If unaware, share directly my findings for their response
Double click into drivers and assess “why” in depth
Options
As we switch into options, I would emphasize that I believe in their potential and will be increasing support to help them return to prior pace/achieve their goals.
Would brainstorm with the AE various options to improve, then partner to identify 1-3 action steps that will directly address the identified drivers – set goals and timelines that can be reviewed weekly
Guiding self discovery of solutions is the most effective in cementing learnings long-term and would be my approach with a high performer, understanding they likely have the knowledge to identify the best path forward with support.
High performer or I would recap action items and who owns what in the path forward – emphasizing where I can support them in removing barriers.
Way Forward
On 1:1s/R&P, bring up the prior action items and review results – update plan as necessary.
My coaching approach and intensity would depend on the root cause – if they are struggling with a type of call execution, I would shadow and identify peer support, but often with high performers what they need is to have barriers removed and help with prioritizing to get on track
As progress improves, I would be sure to celebrate the impact they are making toward their goals
If not resolved, the process restarts – look at the data, workshop/plan, review
To validate and cement the learnings, on R&P ask them their takeaways from identifying the gap and resolving.
