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How—And Why—To Coach A Top Performer September 08, 2021 (0 comments)


San Francisco, CA—How much time do you spend coaching your top performers? Image: Werner Hieber, Pixabay

When we think about coaching employees, it’s usually the underperformers, writes Claire Lew, CEO of Know Your Team. While it’s natural to channel your coaching toward employees who need the help, don’t ignore the top performers, she says. 

In a blog post on Know Your Team’s website, Lew says not coaching your top performers is a big mistake. They’re the ones you most want to keep. The catch is that how you coach them is different from coaching underperformers. She offers three key steps:

1. First, understand their core motivation. Good performers are already highly motivated, says Lew, but you as a leader need to know exactly what drives them. Is it autonomy, benefits and perks, career opportunity, money, or what? Meet with them and be sure you understand their core motivation.

2. Next, give them choices that align with their core motivation, she says. For instance, if they’re motivated by work-life balance, give them choice around their schedule.

3. Connect their work to progress toward their core motivation. For example, she says, if they’re motivated by career opportunity, show how the work they’re doing is going to get them to the next level.

Click here to read the full article with detailed tips and examples for each step.

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