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As a professional coach, I support your ideas and encourage the use of coaching in any aspect of business life.
I’m intrigued by some of your initial comments: “Obviously, this approach [traditional performance evaluations] does not meet the needs of the employee or the organization. Short of completely redesigning the process, what strategies might a manager use to improve the outcomes with their teams?” Which leads me to ask – “Why not?” If the approach isn’t meeting the needs of the employee or the organization, why not completely redesign the process?”
And in essence, that’s what you are doing – redesigning the process – by encouraging the use of professional coaching, which I applaud.
You’re probably aware of the coaching core competencies established by the International Coaching Federation (https://coachingfederation.org/). Core Competency D.8. “D. Cultivating Learning and Growth 8. Facilitates Client Growth” fits especially well here. https://coachingfederation.org/credentials-and-standards/core-competencies
Thanks for your insights; I hope many managers and leaders take note.