ABSTRACT
Performance coaching can be an important tool for managers faced with workers who do not achieve the results that the organization requires or who behave in ways not aligned with organization policies, procedures, or managerial expectations. Performance coaching often plays a key role in performance management, performance evaluation, and performance reviews. The success of performance coaching depends on the depth of the established rapport and how much people trust managers and welcome the coaching relationship. The feedback process could simply be implemented by conducting inquiries and reviewing the coaching process results. Managers can use constructive feedback based on providing feedback on a situation or process related to improving something and positive feedback usually based on recognizing the coachees’ efforts. The Appreciative Inquiry Model with the positive psychology as the background of the coaching approach uses a series of positive questions to uncover and unleash the coachees’ potential, while focusing on individuals’ or teams’ strengths.
