HOW TO CLOSE THE PEOPLE PERFORMANCE GAP

Years ago, when I was in the heart of my corporate career and before I knew better, I was working exceptionally long hours and not looking after myself as I should. I had retired from first grade hockey a couple of years earlier, and I found myself in my mid-30s and feeling decidedly unfit.

Not liking how this felt, I made a decision to do something about it. To bring more balance into my life and sort my health and wellness out.

Now, I had never really been a gym goer, but I thought maybe something different would be good. I went to the local gym to sign up and to get started on a fitness programme. I filled out my application. The gym called me to say that I had a meeting with Finn. Now, Finn was in his mid-20s, maybe 25 or 26. He was 6 foot 5 and an Olympic Rower. Wearing his shorts and workout singlet he had muscles on his muscles.

It was quite intimidating.

Finn spoke to me a little bit and then decided that the next day we would start with a run. Not just any run, a five-kilometre run. This was the proposed first step for someone who had not been doing any significant physical activity for a couple of years. (Not to mention I am not a runner. I have never been someone who enjoys running as it’s own pursuit. Although, I was happy to run all day to chase a hockey ball.)

So I left the gym that day and I stressed and fretted all night about the prospect of this planned run the following day with Finn. 6 foot 5 Finn, whose legs were considerably longer than the legs on my 5 foot 5 frame. I didn't know how I was possibly going to keep up with him.

Despite my reservations, I put on my workout gear, and I met Finn at the appointed place. This 5km run lived up to all my worst imaginings. It was horrible. I did not feel comfortable, or safe, like this was going to help me, or supported, at any time. By the end of the run I was done. I was exhausted, had skinned knees and hands from falling on the cobble stones he led me over, and had thrown up from exertion during the run.

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Almost every conversation is an opportunity to coach.

~ Stacey Ashley

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If only Finn had asked me a few more open questions. If only Finn had listened to what I was really focused on and what my goals were. If only he had paid some attention to the things that I thought might help me get to my goal. 

But he didn't. He used the things that worked for him. He focused on what he thought was the right option for me without really considering my perspective, my strengths, and also where I was starting from.

There was an enormous gap between where I was starting that first day and where he was taking me on the first day.

(For the record, I never returned to that gym.)

In this situation, Finn was the leader, but he wasn't really demonstrating leadership. I believe one of the responsibilities we have as leaders is to adapt our leadership to meet our people where they are, and to take them on the journey to where we need them to be, and where they need themselves to be. Otherwise, it's hard. We are not working with them. We are not really supporting them. We are just sticking to our own agenda. I do not believe this is a helpful approach.

This is not facilitating the progress to close the gap from where an individual is to where they need to be, in a way that brings out their best.

This is where a coaching approach comes in. The art of being able to ask really great, relevant, specific questions. To actively listen to the information that is shared with us. To support someone in the generation of their goals, to get them from where they are to where they need to be.

Yes, we can challenge them with more questions if you see an obstacle or an issue that they may not have considered. Yet our role here is to bring out their best in a way that works for them, so they can contribute and participate in solving problems, in making progress, in contributing to the greater achievement of the organisational vision and purpose and team vision and purpose.

To stick solely to our own perspective and our own agenda does not necessarily serve the needs of our people. As leaders, we are in service to our people so that they can be in service to the important things. A coaching approach creates the opportunity to bring out our people's best, to meet them where they are and support them to get where they need to be. To build their capability and accountability in everyday conversations.

I’d love to know your thoughts.

Focused on future proofing CEOs, Dr Stacey Ashley CSP is often described as the leader for leaders. With over 30 years’ experience, Stacey has helped 1000’s to develop their leadership competence, confidence and credibility. With 14 international Stevie awards, Stacey has been named twice in LinkedIn’s Top Voices. The author of six Amazon #1 best selling books on leadership, Stacey has a talent for translating complex concepts into simple and practical ideas for immediate application.

She typically speaks at conferences, develops leadership strategy and programs, consults, and coaches.

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Enquire about working with Stacey:

✉ info@staceyashley.com or ✆ + 61 2 8006 1733.