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1. Performance Coaching – If You
Wait, it May Be Too Late
Let’s face it, performance coaching isn’t easy.
In many organizations, if an employee’s
performance is poor enough that a coach is
called in, it means the manager is in a last
ditch effort to save them. Emotions are running
high, termination may be looming, and the
relationship between boss and employee may
have degraded into shouting, tears, or hours in HR.
Coaches at Blanchard have learned a few things over the years about performance
JANUARY 23, 2018 PATRICIA OVERLAND
Home » Blanchard LeaderChat » Performance Coaching – If You Wait, it May Be Too Late
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2. coaching.
Instead of asking for help early, managers tend to either go it alone in trying to
improve performance or they spend too much time documenting problems and
talking to HR about their frustrations. By the time they call for a coach, they are
hoping for a miracle.
When performance coaching is done too late, it does not work. Often at this
point an employee is interested only in seeking another position within the firm or
even creating an exit strategy to get out of the organization altogether.
When we arrive late in the process to coach valued employees who are struggling
with performance, we often find a seriously damaged relationship between boss
and employee that simply can’t be repaired with a few sessions. In this situation
there are 3 options.
1. Coach the employee – but with realistic expectations. Coaching does not offer a
personality transplant. If the employee isn’t a good fit for the organization,
recognize it, discuss it, and help the employee find a better fit.
2. Coach the manager – it is a better investment and can have positive impact on
leader growth. Put the investment with the person who will stay, not the person
who will probably leave.
3. Get clear about the ideal outcome. If the manager feels in their gut or heart thatPDF created with the PDFmyURL web to PDF API!

3. 3. Get clear about the ideal outcome. If the manager feels in their gut or heart that
the employee’s performance will never be up to par, then do what needs to be
done so all parties can move on.
The best time to work with a coach is well before performance slips far enough to
warrant an improvement plan. If you really truly need and want to save an
employee, review the information above and bring in a coach early on, when
performance problems are still able to be resolved.
About the Author
Patricia Overland is a Coaching Solutions Partner with The Ken
Blanchard Companies’ Coaching Services team. Since 2000,
Blanchard’s 150 coaches have worked with over 14,500 individuals in
more than 250 companies throughout the world. Learn more
at Blanchard Coaching Services.
ABOUT THE AUTHOR
Patricia Overland is a Senior Coach for The Ken Blanchard Companies. She is
a frequent contributor to Blanchard’s LeaderChat blog and Revolve Blog for The
Booth Company. Patricia has also had her work published in Chief Learning
Officer magazine.
MORE CONTENT BY PATRICIA OVERLAND
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