Page 96 - FLL Virtual Binder 2018

To address the potential reactions, ensure that you consider the individual’s perspective for public vs. private feedback, be sincere and timely, and identify specific behaviours contributing to success.
2. Redirection of Behaviour - Coaching When Performance Does Not Meet Expectations
When an individual’s performance does not meet expectations, coaching can help the individual make the necessary improvements. To help prepare, use the tools from the Performance Management module for delegation and addressing performance gaps.
To prepare for the dialogue:
• Clearly identify the performance gaps you have observed.
• Determine the significance and impact of the variance.
• Identify obstacles the individual might encounter in attempting to address this issue.
• Break down the responsibility into its component parts/tasks.
• Determine the individual’s level of skill, knowledge and abilities.
• Identify some preliminary solutions to the performance variance.
Formula for giving constructive feedback to redirect behaviours:
Be specific:
Describe the specific behaviour or event.
Describe the impact:
Explain the impact and specify why there is a problem or issue.
Ask for input:
Encourage the individual to share his or her feedback and perspective and invite them to suggest solutions.
Describe the desired change
Describe the desired behaviours and the change that needs to occur to meet those expectations.
Summarize Action Plan:
Summarize the agreed to next steps to address performance gap and overcome challenge.
Example: I appreciate your flexibility and willingness to move between the lines when necessary. (specific positive) This helps our team to be adaptable and respond to fluctuations. (impact)
Front Line Leadership Module: Dealing with Differences
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