Performance coaching may be the worst way to
help people fix broken systems...
I understand why people think performance coaching will help people reach new levels of performance and ultimately solve systemic problems.
As a technical project manager, operations manager and executive leader with over 25 years of experience in high-stress high-pressure sectors, I also felt the same for many years. It's easy to fall into this trap because this approach seems to work—at least at first.
For years, management and leadership gurus have taught us that coaching and performance management strategies will make a difference to individual leaders, managers and their teams.
But here's the question I have for you: As people perform at higher and higher levels, are they happy, conscious and fulfilled? And are our systems sustaining people and helping them to be their best?
The answer is no on both accounts.
The leaders, managers and teams that work in high-pressure sectors are experiencing toxic stress, anxiety and systemic breakdown at home and work at higher levels than we have ever seen.
Absenteeism, divorce, bullying, harassment, mental health breakdowns, and systemic suffering all show us the same things.
What we're doing is not working.
The reason is simple—when our human energy system is triggered, we're cut off from the resources we need to be our best.
The American neuroscientist and psychologist Dr. Stephen Porges has created a prolific body of work applying Polyvagal Theory to prove that our body scans for threats and safety below our conscious awareness from inside our nervous systems.
Dr. Porges's theory proves that people cannot access their brains' creative, collaborative or social resources when perceiving threats. And in today's corporate world, we feel surrounded by dangers daily.
When we feel overwhelmed, afraid, or under threat to perform, our nervous system shuts down the parts of our brain that we need to be our best.
We hide and ignore what's happening inside our systems, thinking it will help us perform more effectively.
How's that working for you?!
The reason why performance coaching is only effective in the short term is that it doesn't address the systemic issues going on underneath the surface.
The best teams and leaders create conscious, compassionate, and safe environments. They do this because they know it nourishes human beings to have better lives. Consequently, performance and systems transform too.
But how do you do this practically in a demanding and chaotic world?
You must learn how to create a safe space system for you, your clients and their teams.
Five virtual safe space meetings that can be integrated into any management, leadership or coaching practice are foundational.
When you learn how to create a safe space like this, people feel safe and perform with new levels of awareness, consciousness and energy.
And the best part is that it nourishes the human spirit and soul in the process.
Performance coaching may be the worst way to help people fix broken systems...
I understand why people think performance coaching will help people reach new levels of performance and ultimately solve systemic problems.
As a technical project manager, operations manager and executive leader with over 25 years of experience in high-stress high-pressure sectors, I also felt the same way for many years. It's easy to fall into this trap because this approach seems to work—at least at first.
For years, management and leadership gurus have taught us that coaching and performance management strategies will make a difference to individual leaders, managers and their teams.
But here's the question I have for you: As people perform at higher and higher levels, are they happy, conscious and fulfilled? And are our systems sustaining people and helping them to be their best?
The answer is no on both accounts.
The leaders, managers and teams that work in high-pressure sectors are experiencing toxic stress, anxiety and systemic breakdown at home and work at higher levels than we have ever seen.
Absenteeism, divorce, bullying, harassment, mental health breakdowns, and systemic suffering all show us the same things.
What we're doing is not working.
The reason is simple—when our human energy system is triggered, we're cut off from the resources we need to be our best.
The American neuroscientist and psychologist Dr. Stephen Porges has created a prolific body of work applying Polyvagal Theory to prove that our body scans for threats and safety below our conscious awareness from inside our nervous systems.
Dr. Porges's theory proves that people cannot access their brains' creative, collaborative or social resources when perceiving threats. And in today's corporate world, we feel surrounded by dangers daily.
When we feel overwhelmed, afraid, or under threat to perform, our nervous system shuts down the parts of our brain that we need to be our best.
We hide and ignore what's happening inside our systems, thinking that it will help us perform more effectively.
How's that working for you?!
The reason why performance coaching is only effective in the short term is that it doesn't address the systemic issues going on underneath the surface.
The best teams and leaders create conscious, compassionate, and safe environments. They do this because they know it nourishes human beings to have better lives. Consequently, performance and systems transform too.
But how do you do this practically in a demanding and chaotic world?
You must learn how to create a safe space system for you, your clients and their teams.
There are five virtual safe space meetings that can be integrated into any management, leadership or coaching practice that are foundational.
When you learn how to create a safe space like this, people feel safe and perform with new levels of awareness, consciousness and energy.
And the best part is that it nourishes the human spirit and soul in the process.
