“I have an under-performer on my team! She is on her way out, but we need to give her one last chance; and I’m supposed to coach her and see if she can turnaround. Problem is, I don’t know where to start..”
Dilip* (name and context changed to maintain confidentiality) is one of a group of high potentials being groomed for more senior roles. And he is worried – that his inability to turnaround a poor performer might reflect poorly on his own abilities as a leader.
My advice to him – “Don’t“.
When we label someone as an under-performer, we stop believing in their potential and question their commitment and ability to perform. If you do not believe in someone’s potential, there is very little point in coaching them. So, spare yourself and them the pain and hassle – leave them in peace.
” Are you saying there is no hope for her?“, Dilip asked.
“No. No hope at all“.
[ctt template=”3″ link=”cf543″ via=”yes” ]If you do not believe in someone’s potential, there is very little point in coaching them NKOACHIN[/ctt]
First, For coaching to work, the coach must believe that there is hope. And by labelling someone, as an under-performer or non-performer, we are vocalising our belief. We believe that the person is incapable of change and cannot perform better. And this is not a place from where you can coach anyone – at least not with any reasonable chance of success.
Secondly, in these situations, it is common knowledge that the person is on his/her way out. Therefore, team-mates and other stakeholders, are no longer willing to support them. This support is critical in bringing about significant behavioural change.
So, if you are ever asked to coach an under-performer, say No! Because, you just can’t! So, don’t try.
However, never shy away from coaching for under-performance!.
What’s the difference? When you believe someone has underperformed ( not that he/she is an under-performer), you believe that they are capable of doing better. And that makes all the difference!
So, don’t label people as under-performers. It does not help them and it does not help you. Start focusing on under-performance instead!
Do you have an under-performer on your team?
Or is it just someone who is not performing to their potential?
