Most leaders focus their energy on two ends of the performance spectrum—either trying to “fix” low performers or fuel their rockstars. But what about the core performers—the steady, reliable team members who are doing a good job, but not yet a great one? That’s where the real leverage lives.
1. Why Core Performers Are Your Greatest Growth Opportunity
- They’re already contributing.
- They’re more likely to stay if invested in.
- A 5–10% improvement in their performance can have exponential impact.
In our recent leadership workshop, nearly 70% of managers admitted they spend the least time coaching this group.
2. What Most Managers Get Wrong
- They assume “no complaints = doing fine.”
- Feedback is often generic, reactive, or only praise-based.
- Coaching is sporadic, not strategic.
3. The Shift: From Praise to Purposeful Coaching
- Use situational leadership to match coaching style to readiness level.
- Frame feedback in ways that align to business outcomes.
- Reinforce consistently—one-off coaching doesn’t drive change.
4. Think About the People You Lead
- Spot a Core Performer – Someone steady, reliable, and ready for more.
- Pinpoint One Skill – What’s the one shift that would unlock their next level?
- Craft Your Message – Be clear, specific, and growth-focused.
- Practice First – Run it with a peer to refine tone and delivery.
- Reinforce Consistently – Coaching sticks when it’s repeated and supported.
Want to build a culture where coaching is a habit, not a hope? Let’s connect. I help teams build practical, people-centered strategies to coach for impact.
