Boosting Team Performance

In today’s rapidly changing business environment, leaders need to be agile and adaptive to keep their teams engaged and performing at their best.

One of the most powerful tools at a leader’s disposal is providing effective feedback and coaching to help team members grow and improve. According to a Gallup study, employees who receive regular feedback and coaching are more engaged, more likely to stay with their organisation and perform at a higher level (Harter, Schmidt, & Hayes, 2002).

Provide clear and actionable feedback

To maximise the impact of your feedback, consider using the SBI (Situation-Behaviour-Impact) model, which has been widely used in organisational settings to provide clear and actionable feedback. The model suggests focusing on three elements: the specific situation, the observable behaviour, and the impact of that behaviour (Center for Creative Leadership, n.d.).

For instance, instead of saying, “You need to be more proactive,” you could say, “In last week’s meeting (situation), I noticed that you didn’t offer any suggestions or ideas (behaviour). This made it difficult for us to explore new approaches and come up with innovative solutions (impact).”

Support team members by offering coaching

In addition to providing feedback, leaders can also support their team members by offering coaching to help them develop their skills and reach their full potential. Coaching goes beyond simply telling someone what to do; it involves asking powerful questions, helping them identify their goals, and creating a supportive environment for growth.

A study by the International Coaching Federation (ICF) found that employees who received coaching reported increased job satisfaction, improved work performance, and better relationships with their colleagues (ICF, 2016).

The key to effective coaching

To be an effective coach, focus on:

1. Active listening: Pay close attention to what your team member is saying, and resist the urge to interrupt or jump to conclusions.
2. Asking open-ended questions: Encourage deeper reflection and understanding by asking questions that cannot be answered with a simple yes or no.
3. Providing support and encouragement: Create a safe space for your team members to express their concerns and work through challenges.

By embracing the role of a coach and providing timely, actionable feedback, leaders can significantly improve their team’s performance and help them reach new heights of success.

Key references:

• Harter, J.K., Schmidt, F.L., & Hayes, T.L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
• Center for Creative Leadership. (n.d.). SBI Feedback Model. Retrieved from https://www.ccl.org/articles/leading-effectively-articles/hr-pipeline-make-feedback-normal-by-using-the-sbi-model/
• International Coaching Federation. (2016). ICF Global Coaching Study. Retrieved from https://coachfederation.org/research/global-coaching-study