Performance Coaching (3)
The development of performance models always takes place in four steps:
1. Determination of the decisive output

2. Composition of data to these outputs

3. Preparation oft a list with the " Best Practices" for these outputs

4. Inquiry of data to the " Best Practices" .
In difference to the " classic coaching" , where the person with all his strenghts and weaknesses occupied the centre the main focus at performance coaching is the matter alone - the output!

If this target is defined once, it is all about the coachee (the performer) to support with corresponding measures, to accomplish this quite concrete goal:
1. Instruction: The primary objective consists in helping the performer to understand and to keep useful information or knowledge.

2. Consulting: The primary objective consists in helping the performer to recognize and to develop useful adjustings and convictions.

3. Coaching: The primary objective consists in helping the performer to develop the skills, behaviour and practices which give his performance goals a better understanding of him.
The performer can be a single person or a group. The once defined concrete target (output) always is however, in the centre differently than at traditional training measures. If this goal isn't accomplished, the performance measure can be regarded as failed.

So performance coaching also means an absolute identification for the coach with the defined target whose attainment only measuring criterion is for him like for the performer.
1. Unterweisung: Das Hauptziel besteht darin, dem Performer zu helfen, nü tzliche Informationen und Kenntnisse zu verstehen und zu behalten.

2. Beratung: Das Hauptziel besteht darin, dem Performer zu helfen, nü tzliche Einstellungen und Ü berlegungen zu erkennen und zu entwickeln.

3. Coaching: Das Hauptziel besteht darin, dem Performer zu helfen, die Fertigkeiten, Verhaltensformen und Praktiken zu entwickeln, die ihn seinen Performance-Zielen nä her bringen.
Der Performer kann eine einzelne Person oder eine Gruppe sein. Anders als bei traditionellen Trainingsmaß nahmen steht jedoch immer das einmal definierte konkrete Ziel (Output ) im Mittelpunkt. Wird dieses Ziel nicht erreicht, kann die Performance-Maß nahme als gescheitert betrachtet werden.

Performance Coaching bedeutet also auch fü r den Coach eine uneingeschrä nkte Identifikation mit dem gesteckten Ziel, dessen Erreichung fü r ihn wie fü r den Performer einziges Messkriterium ist.