Coaching a High Potential, Low Performing AE Flashcards
Approach
identifying core drivers and potential learning gaps
guide a plan to get back on track
help the high potential employee understand and see for themselves the potential I see in them
increase coaching support and frequency
Hypothesis
Quantitative: What input/output gaps is the data showing across RLC, HVE, growth?
Qualitative: Are they showing signs of dis-engagement? Do they have the right mindset?
Are they navigating anything personally?
Are there critical behaviors that may not have been learned in prior roles or onboarding that require support? What was shared by prior manager (if internally transferred)?
Formulate a hypothesis and plan questions to assess AE’s state of mind (are they aware and struggling to fix, are they unaware and need to be made aware, are they dis-engaged and a flight risk, etc.)?
- Goal
Communicate in advance of discussion that I will be discussing performance
Provide data on leading and lagging indicators in advance for AE to review and digest, provide benchmarks for comparison
Start meeting by checking in on mindset to determine if they are aware of the gap and current approach
Begin discussion by clearly outlining performance expectations to ensure complete clarity (and emphasize that I am here to support and get them back on track)
Reality
If aware of the gap, ask them for their own assessment of why. If unaware, share directly my findings for their response.
Double click into drivers and assess “why” in depth - gain their feedback and review the data for discovery
Options
As we switch into options, I would emphasize that I believe in their potential and will be increasing coaching to get them on track
Would brainstorm with the AE various options to improve, then partner to identify 1-3 action steps that will directly address the identified drivers – set goals and timelines that can be reviewed weekly.
Would request the AE recap the aligned action items in writing to confirm understanding and would respond with validation/edits in writing.
Way Forward
Following the discussion I would increase coaching support
As progress improves, be sure to celebrate the impact they are making and that they are getting on track.
If not resolved, the process restarts – look at the data, workshop/plan, review.
If not resolving due to lack of “working the plan”, need to engage on more intensified coaching/with HR.
To validate and cement the learnings, on R&P ask them their takeaways from identifying the gap and resolving and ask what they’ve learned and how they are going to take it forward?
