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“What does performance coaching have to do with my job as a manager? It is just an added expense to hire consultants on this performance coaching thing that has no relevance whatsoever to the company’s future and worth, anyway. Besides, if there is a problem about non-performance of jobs according to the job description, I simply throw the ‘lazy employee’ out and find a more suitable replacement.” These are words we used to hear from “old school” managers. Times are a-changing and managers who do not update themselves with new technologies lag behind dragging the whole company and everybody in it to the sidelines and inevitable extinction. Where did the “lazy employee” go? Let’s talk about the lazy employee. He was thrown out of the “archaic” company he used to work for and was luckily hired by an emerging small company in the same industry sector. The set of information he brought along into the new company he was now working with was filed in an “active” mode and used among other bits of information concerning the industry and the competition. These were analysed by the progressive management and converted into a powerful tool of competitiveness. A corporate directional plan was formulated through workshops involving everybody in the company in a dynamic setting. The lazy employee then realised that the casual information he imparted was, after all, useful to his new “home”. The appreciation has aroused a motivation he has never experienced before. In the implementation of the business plan, the lazy employee did his utmost, understanding the relationship between his job and the knowledge, skills and talents he possessed. His performance became exemplary that the lazy employee got a promotion that was announced during the company’s Christmas Party. He could not contain himself as he innocently stammered the story of his erstwhile lacklustre career in his thankful speech. It was not that innocent to the very keen attention of the managers of the company. It was pivotal information that prompted the top management to a closer look into the phenomenon of the lazy employee. Dynamic as the company is, it went on to connect the story of the lazy employee to its future and worth. Knowing that an organisation can only be as good as its components, the management was looking for a way to duplicate the lazy employee’s experience to the whole workforce. They wanted to find the magic switch that turned the lazy employee to an enthusiastic and untiring worker. In the course of their research, they stumbled upon Performance Coaching as a discipline and program borne out of understanding self-worth in relation to what a person is into. That started the unbelievable transformation of the company into a most highly-productive industry leader. The lazy employee ended up as the local expert in Performance Coaching after consultants turned everything upside down. After all, it was from him that the motivation started.
Would you like to learn about increasing your performance?
Here is a great resource I found that helps you know what to look for in a Performance Coach. Great advice on everything from keynote speaking, executive coaching or how to find the best Business Coach Sydney has to offer.
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