Tag Archives: Organisational Development

Making Performance Coaching work

The recently concluded French Open Tennis championship and the ongoing ICC Cricket cup have engrossed people the world over. It doesn’t matter that one is a display of individual resilience & skill backed by months of hard work, while the other is about a cohesive team display on the day. Spectators will rally to support their favourites and celebrate success like it is a personal victory anyhow! The world of sports has always been a source of unbridled passion, intense learning and inspiration. It undoubtedly leads the way in skill mastery and mindset preparedness. How? By using performance coaching.

Performance Coaching for Excelling in Sports
Performance Coaching for Excelling in Sports

Performance coaching has become the mainstay of driving and improving performance.  It is a personal and conversational process that facilitates discovery and unlocking of a person’s potential to maximize performance. Most organizations are continuously ‘raising the bar’ of expectations from their employees and the ask of leaders is to inspire people to strive for more and better. Performance coaching is a powerful yet intimate process that augments openness to personal learning and the ability to identify solutions to specific work-related issues. It creates a commitment and momentum with the individuals involved to get things done.

Performance coaching is a learnt skill and there are several models that give some structure and direction to the conversation. Understanding the model is almost never enough and post training skill practice with feedback from an expert coach is a good practice.

The Principles of Performance Coaching

To make performance coaching work for your employees, here are 6 principles to keep in mind:

  1. Coaching sessions should be planned and scheduled in advance

Performance coaching conversations are exploratory in nature. The employee and coach agree on the agenda and embark on a discovery journey to find solutions and remove barriers. The employee needs to be in an open and relaxed mind space to explore possibilities and commit to actions. On the other hand, the coach needs to be observant and alert to understand the individual dynamics and ask insightful questions to facilitate the exploration. Planning the session helps in ensuring that one enters the coaching session, prepared and rearing to go!

  1. Not all leaders are inherently good coaches; train and support them to become one

My profound learning as a coach is that coaching is more than just a process or conversation. It is commitment to a ‘way of being’ to allow others to discover and share personal truths and individual paths.

The coach needs to suspend his judgement and be in service of the coachee.  There may be a time when the coach needs to share his knowledge and experience, but the coach needs to be judicious in picking that moment.

A coach needs to wear the learner hat and keep learning from every performance coaching experience.


  1. Performance coaching is not the coach’s agenda, the coachee has to have equal buy in

In general, the coaching conversation is about the employee. The coaching session helps the employee reach higher levels of effectiveness by creating a dialogue that leads to awareness and action. For it to be effective both parties have to be equally invested in the conversation and seeking to understand each other. They are not trying to prove, teach or motivate the other to do something.

The coach starts the coaching relationship explaining the purpose and setting the context of the conversation. With time, they reach a space of mutual respect and understanding.


  1. Coaching helps in learning rather than in teaching

One of my favourite thumb rules for the coach is to be mindful of who is speaking more in the conversation. The coachee is the focal point and star of the conversation. The coach triggers thoughts through insightful questions that can lead to revelations for the coachee.

Gaining insights through Performance Coaching
Gaining insights through Performance Coaching

The coach needs to learn to ‘hold space’ and be comfortable with silence during the conversation. He needs to allow learning to happen rather than jumping to a teaching mode.


  1. Feedback and appraisal conversations are not the same as performance coaching

Feedback, Appraisals and Coaching all have a place in improving and managing performance and cannot be interchanged with each other.

Coaching is about assisting employees reach their goals, while feedback is about helping employees understand the barriers that prevent them from reaching their current goals. The fundamental difference between coaching and feedback is that feedback focuses on the past, while coaching focuses on the future. Performance appraisals on the other hand are conversations to review past performance against benchmarks, agree on future goals and discuss training and development needs. Used together, the 3 are the cornerstones of performance management.


  1. Do not confuse performance coaching with counselling

Coaching is work-related and focused on cognitive realities or on some occasions revelations of ‘just below the surface’ things. Performance coaching is a proactive approach as it looks at generating possibilities, whereas counselling is reactive in nature as it focuses on observed symptoms and behaviours. Counsellors may actually require professional training in psychological processes.

Performance coaching creates a space to step back and reflect. It helps a person effectively deal with their reactions to barriers and discover effective solutions as they move forward to achieve better results.  Just like sports!

Reach your potential with Performance Coaching
Reach your potential with                              Performance Coaching

To give your team some great insights about their performance and take them to the next level, do give us a call on 9769733305. Do also visit our website at http://www.theyellowspot.com/organisational-development.php.


Organisational Development and it’s Interventions..

Hi! As promised I’m back with another article on Organisational Development. If you remember, in my previous article we discussed about what Organisational Development is and some of it’s important aspects. We are going to go a step further in this article.

Organisational Development is broad in context. In fact its like a huge umbrella that encompasses a lot of things under it. Hence today I will be sharing one aspect with you – my thoughts on Organisational Development (OD) interventions.

Organisational Development interventions are basically aimed at helping organisations come up with and implement actions to improve their effectiveness. The selection of the appropriate intervention depends upon the requirements of the organisation and what is best suited for it. There are various factors that affect the successful implementation of these interventions, like willingness & potential of the people in the organisation, cultural, structural and strategic concerns of the organisation and also the potential of the facilitator.

Now, let’s talk about the Organisational Development interventions specifically one by one. Let’s start with:

Assessment Centres

  • We all know that it is very important to develop leaders for the future to sustain in this rapidly changing environment. Managing the existing talent pool within the organisation to ensure that it has a good talent pipeline that will help the organisation sustain in this VUCA world is therefore essential.
  • Assessment centres help in identifying the right talent in the organisation for this purpose and help build a development plan for developing this talent. Candidates are passed through a battery of tests that help assess them on various desirable competencies previously identified. Individual Development Plans are then created based on the findings and Candidates are put under appropriate training.
  • Assessment centres help in various aspects of Performance management, leadership development, succession planning, etc. They help  candidates be more effective and efficient in their current position and also help them in understanding what exactly they need to focus on in order to move to the next level.
  • They are beneficial for both, the candidates as well as the assessors. Candidates naturally benefit from the feedback that they receive from the assessors, while the assessors get the benefit of improving their observation skills.
  • Through assessment centres or development centres, future leaders are developed which go on to further develop the organisation.


Assessment Centre in Organisational Development
Assessment of Employees


360 Degree Feedback

  • 360 degree feedback is a tool for evaluating performance and hence a tool for personal and organisational assessment and development.
  • The candidate is reviewed by all the stakeholders that he/she interacts with on a regular basis. This typically includes the employee’s immediate superior/s, peers, direct reportees, clients, etc. who give him/her feedback. The employee is also asked to rate himself on certain specified parameters through a  self assessment.
  • This exercise tells the employee exactly where he currently stands and helps in planning his future actions accordingly.
  • 360 Degree feedback is a very helpful tool as it gives an overall perspective to the employee and helps him chart out his development areas keeping into account the bird’s eye view that he has now obtained.


360 Degree Feedback in Organisational Development
360 Degree Feedback


Performance Coaching

  • Performance coaching is wherein a coach facilitates the development of an individual/s within the organization in order to achieve his/her goals.
  • Multiple interactions take place between the coach and the individual which give new insights and may help the individual look at and work on developmental areas that they were either unable to perceive or were finding difficult to work on. The relationship that develops between the coach and coachee fosters growth and allows the individual to grow at his own pace.
  • Performance coaching can boost individual, team and organizational performance. It helps in bringing out the optimum potential of people.
  • With the help of performance coaching, an individual can become capable enough of going to the next level in his/her organization. Performance coaching also helps in managing change effectively.
Performance Coaching in Organisational Development


Change Management

  • We have already discussed about change management in my previous Organisational development article briefly.
  • Managing change within the organisation is very important to emerge successfully as a business. Hence taking appropriate actions for the same is equally important. Change Management is an intervention which helps with the smooth implementation of changes and brings out the best outcomes of these changes to help take the organisation to the next level.
Change Management in Organisational Development
A goldfish jumping out of the water to escape to freedom.

There are several other interventions that are used in Organizational Development (OD). These are again just a few of them discussed in brief. There is a lot more to it and I would definitely like to share them with all of you in my upcoming articles. Hope you are looking forward to them as much as I am!

Till then, to know more about Organizational Development or OD interventions like Assessment centres, Performance Coaching, 360 Degree Feedback, Change Management, etc. you can get in touch with us. Visit us at http://www.theyellowspot.com/ See you soon!

Are you looking forward to Organisational Development?

Organisational Development (OD) is something that most organisations are looking forward to these days. In this rapidly changing environment that organisations have to sustain and survive in, Organisational Development is now gaining a lot of importance. In today’s article we will mainly concentrate on what Organisational Development  is and two major aspects of it, Culture and Change.

What is Organisational Development?

Organisational Development is a collaborative effort that is initiated by the top management to create an organisation wide change. It helps the organisation in improving their vision, clarifying their goals, creating a good culture to work in and stimulates a learning environment that empowers its people and encourages them to work together to achieve their organisational objectives.

Organisational Development bringing people together
Collective effort of the Organisation


The culture of an organisation tells about how an organisation ‘does things’. If an organisation does not have a culture that fosters change and development, it is very difficult for that organisation to grow.

Wellman has illustrated this in a very interesting manner through the following experiment:

1. He first put five apes in a cage and then dangled a banana from the ceiling of that cage and placed a ladder under it. Whenever an ape attempted to climb the ladder to reach the banana, he sprayed all of them with cold water. After a few times, the apes associated climbing the ladder with being sprayed with cold water. He then turned off the water.

2. After that, he replaced one of the original apes with a new one. This new ape undoubtedly tried to get to the banana, but got attacked by the others for doing so. He did not have any idea why this was happening, but soon learnt that he must not climb the ladder for some reason.

3. Next he replaced yet another ape. Again, when this ape approached the ladder to get to the banana, all the apes attacked him. The previous new ape had no idea why climbing the ladder was an offence, but he participated in punishing the new entrant as enthusiastically as he was punished. Soon the new ape also learned not to climb the ladder.

4. In this way, Wellman continued until all the original apes were replaced by new ones. This gave him a cage with five new apes; none of which knew why they must not climb the ladder, who would dare not try this feat themselves and would also attack anyone else that tried. All of this simply because of “that’s the way it has always been around here”. Strange, isn’t it? But that is how it is.

You can easily relate this experiment with the issues that organisations’ face with their people on a regular basis. It is the ‘people’ of the organisation that create the culture and culture of the organisation creates its values and beliefs. Hence to build a cohesive culture, the human resource of the organisation has to be worked upon.

Organisational Development thus focuses on the human side of the organisation. It ensures the collaborative participation of each and every member in changing systems and achieving the overarching goals by facilitating developmental activities that are task-oriented.

The basic objectives of Organisational Development are to:

  • Improve organisational performance
  • Encourage organisational learning
  • Create a better working environment
  • Improve interpersonal relations
  • Enhance motivation in employees
  • Lessen resistance to change and increase agility

Adapting to change is very important, as frankly change is the only thing that is constant!However, although it is so important, not everyone can change and even if they do, most can’t manage the change easily. So whilst there have been many companies that failed because they could not change, there have also been a large number that changed but were unable to manage it well. Yet there are examples of those that changed when required and managed the change well and have been very successful.

With change, however, comes resistance. And that is exactly what has to be managed well in order to be successful.

Organisation development creating change
The Change Curve


Change management ensures the smooth implementation of changes and achievement of objectives. It forms a major part of Organisational Development. Yet there there is lot more to Organisational Development and what i have told you today is just a drop in the ocean! I promise i will definitely share more on Organisational Development with you in my upcoming articles.

Till then, if you are looking forward to any such initiatives at your organisation, you can definitely get in touch with us. We would love to collaborate with you for the same. Organisational Development Consulting Companies like ours help organisations by helping them in visioning, goal setting, creating the right culture, carrying out the change process and managing it successfully by conducting various Organisational Development interventions and helping organisations to set up an action plan to get to the next level.

To learn more, visit us at http://www.theyellowspot.com/