In any work place there will be some systems and procedures that hinder performance. In some cases, there may be evidence of dysfunctional behavior including such problems as bullying and harassment. Diagnostic employee surveys are very useful tool that can identify problem areas and clarify the type of intervention required to improve the situation. Coaching assessment tools provide an additional option, helping to develop individual capability.

For any coaching intervention to be effective, there has to be a meaningful rationale. In other words, people need to understand the link between their work and how best to achieve results. We therefore need to consider both the ‘what’ and the ‘how’. There is no value in pursuing short-term results by adopting the wrong methods. If this behavior is allowed to develop, it undermines the culture of the organization. This puts long-term success at risk.

Performance coaching tools are not simply a means of improving short-term results. When used effectively, they also help strengthen the work culture and set out clear standards for best practice. This contributes to effective strategic human resource management, which can be linked to developing the enabling conditions that lead to high performance. People are far more productive when they work in a supportive, result focused environment. In contrast, a high-pressure, transactional workplace can secure short-term results, but this is often at the price of long-term success. People do not feel a sense of commitment unless there is support and a sense of shared purpose.

Professional Performance Management

To maintain best practice, many organizations now use performance coaching tools to raise awareness of the best approach, and the standards expected of senior professionals and leaders. Online assessment tools simplify the process and set out standards for effective analysis, positive interpersonal relationships, and delivery of positive outcomes. The ability to resolve difficult problems, generate new solutions and create shared purpose is increased with transparency. Most important is a culture that really values feedback and is able to learn from setbacks, and respond to changing requirements.

The use of effective coaching tools is a step forward in building a transparent work culture that values feedback. Rather than seen this as an occasional solution to isolated problems, it is becoming more usual for senior managers to regard the process is normal. It is becoming a standard feature of effective performance management at work. It is not only cost-effective, but it is also flexible and can be adapted to meet the requirements of different businesses.

The application of online coaching tools includes performance management, leadership development and management of change. There is value in people gaining insight into their own style of working, and how this affects the performance of others. This is particularly important in team-based situations where there is a high level of interdependence. The action of one person impacts on the performance of others. It is therefore important to be clear about goals and responsibilities - and ensure that complex issues are fully analyzed.