Coaching for peak performance
Credit to Author: RONALD S. GOSECO| Date: Thu, 14 Mar 2019 16:26:40 +0000
FINEX will be holding a seminar on ‘Coaching – Engaging the Team for Peak Performance’ on Tuesday, April 2, 2019 from 2 to 5 pm at the New World Hotel. We have invited as our main speaker, Albert Mateo, Jr. , founder and president of Kitchen Insights, Philippines Inc. He is a certified coach and trainer with the John Maxwell Team. He also holds a brain-based coaching certificate from the NeuroLeadership Institute. We have also invited a sports coach who will talk to us about lessons from the hard court.
The brain-based coaching methodology uses the results coaching system that is neuroscience based. It facilitates results through clearly articulated and well structured processes to provide clarity around ways forward by focusing firmly on setting and achieving objectives.
This method is based on the principle of the growth mindset that reflects the dual belief that improvement is both possible and in the purpose of work that employees do.
In this environment, employees hold these two beliefs simultaneously – they believe that skills can be improved and that improving these skills is precisely the point of the work. They uplift one another, welcome new ideas and strive to get better as a team. They do not point fingers, shoot people down or assert themselves as geniuses. It is also not simply believing in a positive and optimistic outlook. Although this may sometimes help in difficult situations, it may not necessarily lead to constructive and definitive steps to get out of the dire situation. This is where the search for improvement or a better way to tackle the problem comes in.
The trouble that many companies run into is getting people to seek out improvement. Growth mindset is uncomfortable. It requires people to confront their weaknesses which may feel like personal shortcomings. The seminar was precisely timed to coincide with the period when personal appraisals come due in most companies. We’ve come to realise at FINEX that these performance feedback mechanisms can be improved and made more comfortable for both the appraisers and their employees. A proven approach that the growth mindset recommends in these appraisals is to reverse the methodology. Instead of the manager providing ratings on an annual basis, which are construed as judgmental, the employees seek out the managers voluntarily at regular intervals for ways to improve. This method has proven to be less stressful and more effective for both parties.
The brain-based coaching methodology seeks to change the culture and it follows the science – to know how to shift peoples mindsets to adopt new habits for the long haul. It is also increasingly important for individuals and organizations who need to adapt to the on going challenges posed by digital disruption.
An important mindset change that this methodology recommends is the adoption of what we as pilots know as the two challenge rule. This empowers a crew member to take action if their captain is unable to perform his duties. For instance, if a co-pilot notices his captain is confused or overwhelmed mid-flight, the co-pilot can issue a challenge, say to adjust the heading or altitude. If he gets no response, he can ask again. If he still gets no response, the co-pilot is permitted to assume control of the aircraft, potentially saving lives.
You may recall a recent incident involving a Korean airline when this rule was violated because of the strict hierarchical culture in that cockpit. Based on the black box recording, the captain did not listen to his co-pilot’s suggestion which resulted in the plane crash. This rule can be adopted in company settings to avoid a similar incident from happening, albeit not life threatening.
The other topics in the seminar will revolve around some of the insights that the John Maxwell team espouses.
An important lesson we can learn from them is the way that we plan. Some organizations encounter difficulties in planning because they simply do not have the planning
skills or knowledge. Others are caught up in the tyranny of the urgent and they believe they don’t have time. Some don’t like the perceived hassle of planning. Some don’t plan because the outcome varies greatly.
These result in plans of varying degrees. Some plans are passive. They rhyme with the tune of ‘que sera, sera”. Sometimes plans are based on the moment and are triggered as panic plans. Some, on the other hand, would have unrelenting and rigid “scientific” formula-based programs. These are unyielding and inflexible.
The Maxwell team promotes brain-based, principle centered plans. By failing to plan well, you actually plan to fail. They believe that planning is essential because it bridges the gap between our desires and dreams. It calls to action a concrete plan that supplies us with tangible steps to look in the direction of our dreams.
The seven principles in this method include: the principle of passion which is to approach plans with excitement and urgency, the principle of creativity, the principle of influence on resources, people, finances and time, principle of priorities which includes the overarching search for finding your purpose in life so that we can run on the right track instead of simply running on the fast track, the principle of flexibility which is to be mentally prepared that not everything will go according to plan, the principle of timing which seeks to differentiate emotional decisions to realistic decisions and the principle of teamwork which is based on the belief that what we can do alone pales in comparison to the potential when we work together.
Important principles and insights that guarantee to improve both your individual and team performance will be shared in this program and we invite you to join us.
Ronald Goseco is currently a Trustee of the FINEX Foundation
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