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Performance Gap – Train Managers to be Coaches

Yes, You Have a Performance Gap

Improve Your Performance Gap – Train Your Leaders to be Coaches

You, your team, and your organization have a performance gap. A performance gap can be defined as Point A (where you are today), and Point B (where you want to be). An organization needs to consider where it is presently, where it will arrive if it stays on the same performance trajectory.

A Typical Performance Gap:

Point A (where you are today) Point B (where you want to be)
  • Complacency
  • Dysfunction
  • Overwhelm and Competing Priorities
  • Individual Success
  • No Real Strategy


  • Passion and Drive
  • Accountability
  • Trust
  • Shared Success
  • Differentiated Strategy

In a previous blog (, I discussed the role of the CEO. Great CEOs focus on people first, and strategy second. Make coaching a priority and it will change the team dynamics and performance of your organization

If you want to drive performance create coaches not managers throughout the organization. Successful leaders act like coaches rather than managers to gain the best from their teams. Studies have shown that there’s a direct correlation between the quantity and quality of coaching that a person receives and his or her level of performance improvement.

Initial steps to turn managers into coaches:

  1. Create a coaching culture
  2. Establish expectation of managers/leaders
  3. Teach coaching skills and put them into practice
  4. Give your strongest leaders a coach

As a first coaching skills lesson, we encourage leaders to start learning and practice active inquiry. This is a simple process of teaching your leaders to listen with curiosity, rather than listening to respond.

“Coaching is about developing the capabilities of high-potential performers that has a meaningful and lasting impact on their organization.”



Chuck is the founder of Chuck Gulledge Advisors, providing highly experienced executive coaching and helping organizations gain strategic momentum. Working with CEO’s and Executives, he focuses on leadership, strategy, and organizational alignment. Chuck engages with people in customized ways to improve their overall performance and leadership skills. Chuck has a successful 25 year career in finance, business development, and executive coaching.
Read Chuck’s Previous Blogs(email for a pdf):

  • How Big is Big Enough
  • You Call That A Strategy
  • Dump Your Strategic Planning Process
  • Five Reasons Why You May Not Have a Strategy
  • Think Like Trader Joe’s

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