Targeted coaching

Targeted Coaching

Coaching allows organisations to target and develop key performers to enhance personal and organisational success. Individualised coaching provides customised and targeted learning and development outcomes for critical staff members. When coaching participants act on feedback from the coaching sessions to enhance their performance the feedback cycle is complete.

Full Circle Feedback provides coaching strategies for your most valuable asset – your staff and in particular your staff in key position and roles . Our coaches are experts in their field, and utilize a variety of adult learning and coaching techniques to facilitate tangible improvements in areas such as strategic thinking, problem solving, self management, assertive and effective communication, leadership style and team dynamics.

For most, the skill of being a truly effective leadership is not inherent. Focused effort, combined with personalized coaching strategies can develop the skills, knowledge and ability to manage the interaction between our own personality, drivers, motivators and experiences with the complex and diverse personalities, drivers and experiences of our colleagues, customers and stakeholders.

The successful leader has true self insight and self awareness – coupled with a drive to maximize relationships and business outcomes Coaching for improvement can rapidly improve performance

Coaching for improvement steps

Step 1: Define coaching objectives

  • Define and review the future ideal state
  • Define personal, role and organisational requirements
  • Identify Strengths and Opportunity Areas

Step 2: Review of performance and behaviour data

  • Define and review the current state
  • Critique of feedback and performance data

Step 3: Identification/clarification of development needs

  • Comparison of Current versus Future state
  • Identification of individual specific strengths for reinforcement
  • Identification of individual specific opportunities for self improvement
  • Prioritisation of learning needs and objectives

Step 4: Facilitation of individual coaching sessions

  • Delivery of session via a variety of mediums to achieve efficient and effective outcomes
  • Goal focused learning strategies to systematically review and alter behaviours

Step 5: Strategies to sustain change

  • Setting long term and short term strategies to sustain achieved change
  • Identification of key behaviour warning indicators for unwanted behaviour

Step 6: Evaluation against development objectives

  • Revisit initial objectives
  • Evaluation of data obtained from sources such as 360 degree feedback and other business measures to evaluate improvement

About the Author: Fiona Lang

Fiona Lang
Fiona Lang is an experienced human resources consultant, line manager and financial controller. She has designed and delivered feedback, training and development programs for organisations in the government, non-profit and corporate sectors. She has worked across Australia in management positions for ANZ bank, Citibank and the National Australia Bank Group. She holds a B.A. (Psychology) and Dip.FP.

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Creating a feedback culture