Performance conversations are part of a coaching partnership that focuses on relationship and building on strengths. Here are resources for employees and managers:

Performance conversations form

Performance conversations discussion guide

Learning plan

Performance Conversations FAQ

Build a Career in Specialty Nursing

Nursing Specialty Areas Script

Tips for coaching

Positive and negative feedback video

4 Areas to Engage with Health Care Professionals in Performance Conversations

Coaching culture

Coaching is a thought-provoking and creative process that inspires an individual to maximize his or her personal and professional potential.

The goal of coaching for performance is to build in the employee:

  • awareness
  • responsibility
  • self-belief

When coaching, the manager is a partner in the employee’s success, believing in and drawing out the potential in each employee.

Traditional management practices tend to use telling more than coaching. With the complexity and pace of change in workplaces today, telling is not sufficient.
Coaching capitalizes on a shift from telling to asking.

Effective performance management occurs within a coaching culture, which is defined by:

  • dialogue is part of day-to-day interactions
  • learning is ongoing
  • the coach approach uses questions
  • discussions use a strength-based approach
  • focus is on the future
  • diversity is respected and seen as a strength
  • relationships are the foundation

Research shows that to create a culture of ongoing performance conversations, organizations should:

  • communicate the value of coaching and feedback
  • train managers how to coach
  • ensure managers and employees understand the goals and expectations
  • ensure senior leaders model coaching and giving and receiving feedback

Buckingham and Goodall, 2015; Birona, Farndale and Paauwe, 2011; Dahling and O’Malley, 2011

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