Training courses are a scatter-gun approach when one is looking for targeted improvements and are not necessarily the best way to improve an individual's performance. Research shows that managers learn best when their personal learning style is addressed. Most managers have the technical and business skills to do their job. Problems tend to arise when an aspect of their behavior interferes with how they do their job and interact with others. Such issues don't lend themselves to classroom training.
Take the case of Brian, a very smart Director of Finance working in the telecom industry. He came to Pauleen worried he might lose his job when his boss complained that his monthly reports, although accurate, were always late. On the surface, time management seemed to be the issue but when we delved deeper the issue was about his childhood belief that he was stupid - something reinforced at school and home. To not appear stupid he had to check, double and triple check his report figures making each report late. We dealt with the unhelpful and inaccurate belief and each month following his reports were accurate and on time! Performance improvement coaching helps reveal why someone behaves as they do. It then develops the desire to change and guides the person being coached in the actions necessary to make it happen.
Areas that managers may want to work with Pauleen:
