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Performance Improvement Analysis

See attached article in pdf file.

Effective managerial coaching is integral to ongoing employee development. Whereas training is typically focused on acquiring and/or strengthening specific skills within a short time-frame either on-the-job or in a classroom setting, development is embedded in the relationship between the manager or team leader and his/her staff or team members, and involves an iterative process through coaching and feedback over time.

One key to effective coaching is assessing the performance situation to determine the most appropriate and effective approach to the situation. In this mod 2 case, please return to the background readings to review the article by Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. The Journal for Quality and Participation, 26 (1), 17-22, and then:

Conduct a Coaching and Performance Improvement Analysis

Please prepare a paper, not including cover and reference page, double spaced, 1" margins, that should look something like this:

1. Introduction (1 page) - briefly describe the:
? Person that will be the focus of your analysis (without specifically identifying who they are; the person can be a teammate, staff member, or even your manager or boss, but must be someone who you work with and/or observe in their work on a regular basis)
? Nature of your work relationship and experience with that person, and
? Performance problem that you believe needs to be addressed.

2. Answer the 6 questions in the coaching checklist in the left hand column on p. 19 (1-2 pp.)

3. Next, use the steps in the Coaching Analysis Flow Chart in Figure 2 on p. 19 to analyze the situation (2 pp.), i.e.:
? Specify whether or not the problem is worth solving, and why
? Clearly define and describe the performance deficiencies
? Analyze the root cause(s) of the performance deficiencies:
o What job structure and/or managerial behavior causes might contribute to these deficiencies?
o What knowledge, skill, and/or personality causes might contribute to these deficiencies?
? Worth analysis (note: this is similar to the ROI analysis you did in the module 1 case): Is the solution worth the cost in terms of time, money, and other resources that would be required?
? Based on the results of your analyses, what action(s) make the most sense to address the performance deficiencies (i.e. live with it, outplace or terminate the employee, address the problem or cause)

4. Assuming that it makes sense to address the causes of the performance deficiencies, create a performance improvement action plan in which you identify the specific actions you would take, or recommend be taken (1 page). Please indicate whether:
? Any training training-related actions are required, and if so what
? Any employee development-related actions are required, and if so what
? Any non-training and development related actions, and if so what
? How these actions will address the performance deficiencies identified

? Draw upon other sources in the background materials to guide your work, and reference any sources that you use in your work (at least three, please).
? Use headings and subheadings to clearly show the structure of your analysis.
? Be sure to include a cover page and reference page, in addition to the pages of analysis described above.


Solution Preview

The response addresses the queries posted in 1870 words with references.

//As per the directions, the paper will be mainly aimed at analyzing the performance and improvement analysis conducted by managers on the team members of the organization. It will pave way for assessing the significance of coaching practices and relative improvement in the performance of the employees.//

Coaching and Performance Improvement Analysis


It is essential for all organizations to maintain a database of well-trained and experienced employees to perform activities that have to be done effectively. The training and development of employees is basically related to their performance. Effective managerial coaching is also a technique of developing the executives in the organization. In order to analyze various organizational situations that affect the employees' performance, this paper deals with coaching and performance improvement analysis.

This analysis mainly focuses on managers and team members of the organization. In an organization, managers have to deal not only with staff, but also with other outsider groups and have to decide their influence on the organization. This coaching and performance analysis is based on mangers because they are dynamic and life-living element in a business organization (Green, 2002). This analysis also considers team-mates because their performance analysis is quite understandable and makes it easier to target the main problem that they face in the group at the time of working. In this analysis, all members have more than two year of working experience in the organization and this mainly includes supervisors (higher level) and team members (same level).

In this coaching and performance analysis process, many different kinds of problems associated with the performance and development of managers and team members are going to be analyzed. These problems are job mismatch, uncertain work responsibilities, lack of experience in comparison to others, inadequate training skills etc. Rick Borcato stated in his article that it is essential for organizations to give right responsibility to the right person because if the elected person does not have adequate skills to manage work responsibility, it would be a failure of the organization (Borcato, 2003). So, this performance analysis considers problems related to the authorized responsibility and ability of members to execute it.

//After discussing the significance of coaching and performance analysis, we will write about the basic checklist considered for the coaching practices to stimulate improvement in the performance of the team workers.//

Coaching Checklist

Specific Problem: The specific problem is related to the 'performance improvement' of the team workers. In the words of Afton Brown, this issue must be sorted out as early as possible in order to determine the effectiveness of the development program and identify its weaknesses or hindrances in the way performance improvement (Brown, 2007).

Understanding of team member about the Problem: The team members know that a problem exists because his/her performance level is not up to the mark, which is pre-decided by the organization or as per the expected performance level. Due to the critical problem of performance improvement, team ...

Solution Summary

The response addresses the queries posted in 1870 words with references.