Forums

Annual Reviews vs. Coaching Sessions
Training & Organizational Development
Annual Reviews vs. Coaching Sessions
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Does anyone have insightful articles on the growth of coaching sessions and the end to annual reviews? Most of what I have is from a blog. I am in search of actual articles vs. less formal opinions.
0
Cat:Topic ForumsForum:ForumId58
Cat:Topic ForumsForum:ForumId58Discussion:DiscussionId35828

Forums » Topic Forums » Training & Organizational Development » Annual Reviews vs. Coaching Sessions

You must be logged in to contribute. Log in | Register
 
 1 2 >> Last
Forums  »  Topic Forums  »  Training & Organizational Development  »  Annual Reviews vs. Coaching Sessions

Annual Reviews vs. Coaching Sessions

posted at 5/14/2009 6:13 AM EDT
Posts: 31
First: 10/28/2008
Last: 7/8/2011
Does anyone have insightful articles on the growth of coaching sessions and the end to annual reviews? Most of what I have is from a blog. I am in search of actual articles vs. less formal opinions.

Thank you for any help.
New post Reply to this post

Annual Reviews vs. Coaching Sessions

posted at 11/18/2009 8:27 AM EST
Posts: 2
First: 11/18/2009
Last: 11/18/2009
Tom,

I do not have a formal article, but my company does have a case study where we used leadership coaching as the primary leader development tool at a plant in Williamsburg, VA. The results were phenomenal: team engagement increased and the plant began to break records in production, quality, spoilage, and safety. The case study has been presented at the National Meeting of the Assocation for Manufacturing Excellence and won an Excellence in Practice Citation from the American Society for Training and Development. If you email me at my username, I would be more than happy to send you the presentation/case study.

Nick
New post Reply to this post

Annual Reviews vs. Coaching Sessions

posted at 11/18/2009 8:28 AM EST
Posts: 2
First: 11/18/2009
Last: 11/18/2009
I do not have a formal article, but my company does have a case study where we used leadership coaching as the primary leader development tool at a plant in Williamsburg, VA. The results were phenomenal: team engagement increased and the plant began to break records in production, quality, spoilage, and safety. The case study has been presented at the National Meeting of the Assocation for Manufacturing Excellence and won an Excellence in Practice Citation from the American Society for Training and Development. If you email me at my username, I would be more than happy to send you the presentation/case study.

Nick
New post Reply to this post

Annual Reviews vs. Coaching Sessions

posted at 1/7/2010 3:01 AM EST
Posts: 1
First: 1/7/2010
Last: 1/7/2010
Hi Nick

Can I also have a copy of the Leadership Coaching presentation material you mentioned used in your company?

Thanks a lot

Betty Zhang

xdongmeizhang@hotmail.com
New post Reply to this post

Annual Reviews vs. Coaching Sessions

posted at 1/19/2010 4:29 AM EST
Posts: 1
First: 1/19/2010
Last: 1/19/2010
Nick--like you, I'm looking for information in this area--could you please share with me the leadership material you have?
Thank you!
thornbru@cox.net
New post Reply to this post

Annual Reviews vs. Coaching Sessions

posted at 1/19/2010 5:10 AM EST
Posts: 31
First: 8/4/2000
Last: 7/8/2011
Alas, no article(s) to share, but have been using this approach for ~2yrs now. Had an interesting discussion regarding it with someone who was very strong on the "must have numeric ratings - how else do you know if ratings are fair across organizations?"

I apologize for not having an article to share, but am very interested to find some to see if the approach I've been using can be backed-up, or if the traditional 5pt scale for rating performance is still the way to go.
New post Reply to this post

Re: Annual Reviews vs. Coaching Sessions

posted at 1/2/2012 8:59 AM EST on Workforce Management
Posts: 1
First: 1/2/2012
Last: 1/2/2012
In Response to Annual Reviews vs. Coaching Sessions:


Hi Nick,
Would be glad if you could share the same with me too as I am in the process of conducting a coaching program for a client organizaiton of mine & this may come in very useful.

Saraswathi Anand
saraswathianand@yahoo.com
New post Reply to this post

Re: Annual Reviews vs. Coaching Sessions

posted at 1/2/2012 6:23 PM EST on Workforce Management
Posts: 148
First: 9/20/2011
Last: 12/12/2012
In Response to Re: Annual Reviews vs. Coaching Sessions:
In Response to Annual Reviews vs. Coaching Sessions : Hi Nick, Would be glad if you could share the same with me too as I am in the process of conducting a coaching program for a client organizaiton of mine & this may come in very useful. Saraswathi Anand saraswathianand@yahoo.com
Posted by saraswathianand

Sara
His posting asks that you email him directly.

Howard
New post Reply to this post

Re: Annual Reviews vs. Coaching Sessions

posted at 1/4/2012 1:55 PM EST on Workforce Management
Posts: 2
First: 1/4/2012
Last: 1/4/2012

I have some questions for those who have gotten rid of the Performance Evaluation (PE) or are considering it.  I agree that, in most companies, the PE does not represent a good return on the time invested.  However I struggle with several issues when considering the option of doing away with PEs in lieu of more/better manager coaching, here are a couple:

(1) Without a PE Rating how can Senior Management be informed about talent across the organization?

(2) Is the issue the Performance Management Process or poor coaching from managers?  If managers aren't coaching now, why will they do a better job when PEs are gone?  Don't we just need to train managers to coach and hold them accountable to do it regardless of the PE?

I would welcome other perspectives on these issues.
New post Reply to this post

Re: Annual Reviews vs. Coaching Sessions

posted at 1/4/2012 5:10 PM EST on Workforce Management
lda
Posts: 24
First: 11/3/2011
Last: 12/6/2012
I have never thought of PE and coaching as being mutually exclusive.  They should be complimentry.  I see coaching as tactical and ongoing, while PE process is more strategic in nature. ( where are we at performance-wise, where do we need to be;  what skills need developing)  As rfrost eludes to, at some point your need a report card of how things are going.

just my $0.02
New post Reply to this post
 1 2 >> Last

Forums » Topic Forums » Training & Organizational Development » Annual Reviews vs. Coaching Sessions

Daily Q&A

How to Address Flagging Motivation?

How do I increase motivation levels in the department? How do I brand my business unit as an attractive place to work? I have top-notch IT professionals in my business unit who feel they are "children of a lesser God" because they are non-billable resources and do not get plum postings abroad, nor the glamour that goes with them. As a result, their motivation suffers.

—-- Feeling Their Pain, human resources generalist, software/services, Mumbai, India

Read Answer

Stay Connected

Join our community for unlimited access to the latest tips, news and information in the HR world.

  • Workforce Technology (Bi-weekly)

    Covering the latest technology trends, tools and applications that are shaping the workforce in the 21st century. Delivered the 2nd & 4th Thursday of each month.

  • Dear Workforce (Bi-weekly)

    See what HR professionals are asking, and what Workforce Management experts are saying. Delivered the 1st and 3rd Thursday of each month.

  • Workforce Benefits (Weekly)

    Stay current on all aspects of employee benefits, from health care to retirement issues. Delivered on Wednesdays.

  • Workforce Week (Weekly)

    Free weekly update on the trends in HR and new tools added to Workforce.com. Delivered each Tuesday.

  • Workforce Talent (Monthly)

    See the recruiting, talent development and retention strategies of top companies and get the resources for effective talent management. Delivered the 2nd Monday of each month.

  • Workforce Training (Monthly)

    Stay current on the latest strategies and resources for training and developing your workforce talent. Delivered the 3rd Monday of each month.

HR Jobs

View All Job Listings

Search