Business coaching for performance issues

Business coaching for performance issues: from obstacles to growth

Performance issues: what is really happening?

Use the GROW model to structure your coaching effectively:

• Goal: What do you want to achieve?
• Reality: Where do you stand now? What are the obstacles?
• Options: What possibilities are there?
• Will: What concrete steps will you take?

This approach provides a systematic way to analyse performance issues and develop effective action plans.

Going deeper into questioning techniques

Experienced coaches know that asking the right question at the right time makes all the difference. Open questions encourage reflection and dialogue, while probing questions help dig deeper into a response. Reflective questions help your coachee gain insight into their own thinking and actions. Also, be aware of the pitfalls of closed and leading questions—these can limit your coachee’s thought process.

A powerful way to break resistance is through Appreciative Inquiry (AI). By focusing on what is already going well, you stimulate motivation and ownership.

Example of an AI question: “When have you been successful in a similar situation in the past? What did you do differently then?”

The role of the manager-coach

More and more organizations are evolving from traditional management to coaching leadership. Managers are being trained to guide employees in their development. How do you help managers strengthen their coaching skills?

Use the Ladder of Inference, a model that helps critically examine assumptions and interpretations. People often draw quick conclusions unconsciously, without having all the facts. By making managers aware of this process, they learn to ask better questions and align more effectively with their employees.

Practical tips for the manager-coach

Want to support managers directly? Apply these concrete techniques:

• Use real-life examples: Help managers map out performance issues using both measurable results and qualitative observations.
• Create a safe conversational environment: Teach managers how to conduct conversations where employees feel heard and can speak openly.
• Analyze the causes: Encourage open-ended questions and examine whether the problem lies in skills, motivation, or external factors.
• Work with action plans: Show managers how to implement clear steps and resources, such as training, mentoring, or additional support.
• Ensure follow-up: Regular progress discussions and constructive feedback are essential for lasting growth.

More impact as a coach? Discover the manager-coach kit

Do you want to expand your coaching practice and help managers strengthen their coaching role? Our Manager-Coach Kit offers a complete training program, including a ready-to-use PowerPoint training and practical tools to get started right away.

Curious about how this kit can help you make an even greater impact as a coach? Request the product sheet and discover how you can train managers in effective coaching leadership.