Work Performance Coaching Programme

Positive Touch is working with our associate Red Resour, in order to pool our collective talents to provide a work performance programme. Between us we have many years cumulative experience in helping individuals to be the best they can be at work. In our experience, we have found that people and organisations tend to come up against the same stumbling blocks to doing and being better at work.

How can work performance coaching be used?

This programme has been specifically created with these stumbling blocks in mind, and consists of a unique combination of delivery methods.Research suggests that training plus coaching is 80% more effective than training alone (Public Personnel Management, Winter 97, Vol.26 Issue 4, P 461). It can therefore be used throughout an organisation at all levels and targeted at all areas of the business.
Clients have access to a 'library' of targeted and self contained materials and 'real' coach contact, either as individuals or teams; by telephone or face to face. The materials and the coaching are targeted to address specific issues affecting both the individual and the organisation at work, with the aim to coach both toward greater levels of effectiveness.

Library materials

Red Resource has identified the key areas that impact how people perform at work.The Red Coach Work Performance library contains 21 individual items in 5 categories to cover these logically and practically.Each category focuses on one particular area of work and delivers a very specific kind of result.It takes 21-28 days to change a habit, therefore each segment is structured to last 4 weeks.The work performance programme offers great flexibility because the library items can be utilised individually or taken incombination; it can be tailored to individuals and/or groups/teams and/or whole organisations and to target specific issues.

Library categories and topics

▪ Section 1- Conditions for work:
This section focuses upon the operating norms that can collectively impede optimum performance at both the individual and organisational level. Here the coaching is around lateness; systems and meetings.Focusing on these work 'conditions'sharpens and tightens up the way things happen.
▪ Section 2-WHAT work they are doing
This section focuses upon approaches to prioritising, achieving focus, organisation and self management. The coaching here is around high vs.low value uses of time;SMART goals and beyond;the activity trap;time to think; boundaries and saying 'no'.Focusing here upgrades and enriches the quality of people's contribution.
▪ Section 3- HOW they are doing their work.
This section focuses upon practical, action-oriented productivity tools and strategies.The coaching here is around attention management; effective delegation; single actions; resistance; harnessing brain power and procrastination.Focusing here boosts productivity and efficiency by improving and increasing the quality of what people do and get done.
▪ Section 4- How they all get along
This section focuses upon interpersonal skills and team working. The coaching here focuses upon effective communication; managing up and down and around and conflict resolution. Focusing here improves relationships and enhances all kinds of team working to more effectively harness collective energy and effort.
▪ Section 5- How they are in themselves (at work and beyond)
This focuses upon the individual's personal condition. The coaching is around tolerations; work and life integration and positive thinking. Focusing here builds greater contentment and thereby improves both personal and professional effectiveness.

Interaction with a dedicated coach

Each library item comes with a dedicated coach for the 4 week period.

How does it work?

Accessing an item from the Red Resource Work Performance Library amounts to a month of ongoing coaching support focused on that issue.Every programme is individually tailored to meet individual objectives.
• Week 1- Material is delivered via email.
• Week 2- Material is considered and coaching challenges are worked on.
• Week 3- Individual/group coaching sessions by telephone or in person.
• Week 4- Report on experience submitted and responded to by the coach via email.

Why does it work?

Unlike passive online learning tools, this programme provides an active and interactive experience as active participation is a requirement and personal interaction with a coach is included.
Unlike one-off training events, coaching challenges are worked on and new work approaches and strategies are integrated into day-to-day work to ensure that they stick. This is also no requirement to leave the office!
The programme includes the fundamentals of coaching success; relationship and accountability; through dialogue with the dedicated coach and a built-in reporting process.

Examples of how companies and their people benefit from incorporating this work performance programme;

• A's appraisal identifies that he needs to improve his timekeeping, get more done and become less argumentative. He accesses the library pieces regarding lateness; attention management and conflict resolution over a 3 month period. Through this period, his dedicated coach supports him to integrate changes. This helps A to get from A to B on his identified development issues and helps his company to ensure that appraisals are an active tool in the professional development of staff.
• B's 5 person management team is overburdened and struggling. As a group they access the library pieces entitled time to think; effective delegation and work and life integration over a 3 month period.They have the opportunity to work both privately and/or as a team with their dedicated coach to better equip them in their roles. The management's coaching has a'trickledown' effect throughout the organisation as they are supported to manage more effectively.
• C's 12 person client service department needs to sharpen up it's performance for the sake of the whole company. As a group they access the library pieces reagrding meetings; high vs. low value uses of time and affective communication over a 3 month period. They embark upon dynamic group coaching with their dedicated coach. As a department they become better organised through reviewing their approaches, and each individual is enabled to more effectively meet their responsibilities and carry out their roles. As a department, they worked together to improve their overall operating style with one another and their clients.

These are just a few of the many possible scenarios that the work performance programme has been designed to address.

Please contact us should you have any queries or complete the following:
business coaching enquiry form or the personal coaching enquiry form.