How do you identify performance gaps in your coaching and mentoring?

1 Define the performance criteria

The first step to identify performance gaps is to define the performance criteria for your client or mentee. What are the specific outcomes, standards, or indicators of success that they want to achieve or improve? How will they measure and evaluate their progress and performance? You can use various methods to clarify the performance criteria, such as SMART goals, competency frameworks, performance reviews, or feedback surveys.

2 Collect and analyze data

The next step is to collect and analyze data on your client's or mentee's current performance level and compare it with the performance criteria. You can use different sources of data, such as observations, interviews, tests, self-assessments, or portfolios. You can also use different tools to analyze the data, such as gap analysis, SWOT analysis, root cause analysis, or force field analysis. The goal is to identify the strengths and weaknesses of your client or mentee, as well as the opportunities and threats that affect their performance.

3 Identify the causes and consequences of the gaps

The third step is to identify the causes and consequences of the performance gaps that you have detected. What are the factors that contribute to or hinder your client's or mentee's performance? How do they impact their motivation, confidence, satisfaction, or results? You can use different models to identify the causes and consequences of the gaps, such as the performance pyramid, the performance equation, the 5 whys, or the fishbone diagram. The goal is to understand the root causes and the effects of the gaps, as well as the potential solutions and interventions.

4 Prioritize and plan the actions

The fourth step is to prioritize and plan the actions that you and your client or mentee will take to close the performance gaps. What are the most important and urgent gaps to address? What are the best strategies and methods to improve the performance? How will you implement and monitor the actions? You can use different tools to prioritize and plan the actions, such as the Pareto principle, the Eisenhower matrix, the action plan template, or the GROW model. The goal is to create a realistic and achievable plan that aligns with your client's or mentee's goals and needs.

5 Provide feedback and support

The fifth step is to provide feedback and support to your client or mentee throughout the process of closing the performance gaps. How will you communicate and collaborate with them? How will you motivate and encourage them? How will you recognize and celebrate their achievements? You can use different techniques to provide feedback and support, such as the sandwich method, the SBI model, the coaching conversation, or the feedback loop. The goal is to foster a positive and trusting relationship that enables your client or mentee to learn and grow.

6 Evaluate and review the results

The sixth step is to evaluate and review the results of your actions and interventions to close the performance gaps. How will you measure and document the changes and improvements in your client's or mentee's performance? How will you reflect and learn from the experience? How will you adjust and adapt your plan if needed? You can use different methods to evaluate and review the results, such as the Kirkpatrick model, the ROI method, the after-action review, or the learning journal. The goal is to assess the effectiveness and impact of your coaching and mentoring, as well as to identify new opportunities and challenges.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?