Performance discussions are difficult.  We help you build them.

The purpose of quick2coach is to give managers the tools to help create high performance work groups through effective day-to-day coaching. 

We've taken the dread out of trying to figure out "what to say and how to say it" when dealing with ineffective employees. q2c is a behavior description wizard that helps build coaching conversations.  You can use the scripted language or you can customize the statements to meet your specific needs.

The behavior descriptions you select automatically populate onto two different documents; the Discussion Plan and the Success Plan.

The application is a simple, linear process.  Through a series of drop-down menus you select:

v      A Performance Issue

v      A Specific Description of the behavior

v      How you became aware of the issue and your personal assessment.

v      A Talking Point.  Why is the behavior a problem for the business?

v      A Measurable Performance Expectation to "fix it."

v      A statement to describe what "Success" looks like.

v      Specific dates and times in which you've experienced the behavior.

quick2coach is not intended to be used as an annual/semi-annual performance review.  The software is designed to build coaching conversations that address performance issues at the time they happen.  The tool restricts the selections to two behaviors for each login conversation.  The objective is to allow the employee to focus on one or two issues at a time.

The Discussion Plan will be used as your "script" for delivering the message. This document creates the objective behavior statements that will help you talk about the performance issue in a positive, professional way. 

The Success Plan is a summary of the performance issue(s) and clearly states what the employee can do to correct the ineffective behavior.  You will be able to use the Measurable Performance Expectation(s) as a way to monitor and measure the new desired behavior.

E-Mail: List the email address you will use when you build your coaching conversations

Password: Create a password that is unique to you.  You must not share your password

Terms and Conditions: Please read the terms and conditions carefully before checking the agreement box.   As stated in the Terms and Conditions, your password can not be shared.

Forgot Password?  Click the link and a new password will be sent to your registered email address.

Fill in the text boxes carefully.  Your information will transfer to the final documentation exactly as you have entered it here.

To place your company logo on the final documentation, use the BROWSE bar to find the file.  Open the file and click insert.  It will appear on the Company Information screen.

Contact Information

This should be the person to contact if there are questions about the account.

Primary Account Login

This should be the person in charge of managing the account.  They will be responsible for adding and deleting people from the account.  This person will be responsible for filing and securing the license key.

You will be presented with three options.

• A free trial. 
• An individual license. 
• A purchase for multiple users.

Click the appropriate option.

After confirming your selections, click Google Checkout to continue the payment process.

You must enable automatic pop-ups before you begin.
Instructions:

1. If you are in "full screen" view, Press F11 to access Internet Explorer Tool bars.
2. At the top of the page, click Tools > Pop-up Blocker > Pop-up Blocker Settings
3. www.quick2coach.com should be listed as an allowed site. If it is listed, begin your coaching conversation.
4. If it is not listed, type www.quick2coach.com in the Address of website to allow, then Click ADD
5. If you added www.quick2coach.com to the list, you must click the refresh button on the page or press F5 or use View > Refresh at the top of the page.
   You can begin your coaching conversation as soon as the page has refreshed.

Populate the text boxes carefully.

Identify the broad category of the ineffective behavior(s)

Leadership,   Professionalism,   Communication or  Judgment 

Drill down to select a specific performance issue from one of the four categories.  Some performance issues are listed in more than one competency category.

Once you select your specific issue, you will begin creating the documentation for your Discussion Plan Outline and the employee Success Plan.

Use the delete feature to select a different performance issue.

Use the BACK ARROW

at the bottom of the page to go to previous screen.

= Green arrow is used to move ahead

Use the BACK ARROW

at the bottom of the page to go to previous screen.

= Make an additional selection

= Delete

Customize = Create your own statements.           

A pop-up window will give you instructions on how to customize your statements.  Please follow the customization guide or your sentences will be grammatically incorrect on the documentation.

Click the green arrow to review the list of behavior example descriptors. What did you see them do or hear them say?

Answer this question; "what specifically are they doing or not doing that is ineffective?"

The employee does not…

Choose a phrase that most closely describes the observable behavior. 

You have the option to "customize" the statement.  However, you must choose a statement from the drop down menu before you can click to customize. 

Follow the instructions in the pop-up window to customize your statement. You must write your statement according to the instructions.

If you don't follow the template example your sentence will be grammatically incorrect in the documentation.

Everything you select and customized will be "populated" onto the Discussion Plan and Success Plan.

Use the BACK ARROW

at the bottom of the page to go to previous screen.

The purpose of this statement is to take the "emotion" out of the conversation.  Select a phrase that simply states the facts about the employees' behavior. 

q       I experienced

q       I observed

q       I received a complaint

q       It was brought to my attention

q       Our investigation revealed

Based upon your observation and awareness, select the phrase that most closely identifies your objective assessment.

q       The employee appears to be unwilling to

q       The employee does not consistently

q       The employee is unable to

Your selection will be "populated" onto the Discussion Plan and the Success Plan.

Click the green arrow to review the list of talking point "descriptors."

Answer the question; "why is the behavior a problem for the business?" 

Assess the gap between what they should do and what they are actually doing.

Choose the phrase that most closely describes the talking point.  "Why" do you need to have a conversation?

You have the option to "customize" the statement.  However, you must first choose a statement from the drop down menu before you can click to customize. 

Follow the instructions in the pop-up window to customize your statement.  You must write your statement according to the instructions. If you don't follow the template example your sentence will be grammatically incorrect on the documentation.

Everything you select and customize will be "populated" onto the Discussion Plan and Success Plan.

Click the green arrow to review the list of measurable performance expectation descriptions.

Select a statement that most closely identifies how to "fix" the performance issue.  Answer the question;

When do you want them to do it? 

What specifically do you want them to do? 

How will you know the behavior has changed?

You will use this statement as a measuring tool to assess the performance goal.

You have the option to "customize" the statement.  However, you must choose a statement from the drop down menu before you can click to customize. 

Follow the instructions in the pop-up window to customize your statement.  You must write your statement according to the instructions or it will be grammatically incorrect in the documentation.

Everything you select and customize will be "populated" onto the Discussion Plan and the Success Plan.

Use the BACK ARROW

at the bottom of the page to go to previous screen.

Click the green arrow to review the list of performance expectation examples. 

Answer this question; "what is the one statement that would summarize the new behavior?" Choose the phrase that most closely describes what the corrected behavior would look like.

q       If you want to be successful…

q       Leadership in your role is…

q       Success in our company/business/organization is

You have the option to "customize" the statement.  However, you must first choose a statement from the drop down menu before you click to customize. 

Follow the instructions in the pop-up window to customize your statement.  You must write your statement according to the instructions. If you don't follow the template example your sentence will be grammatically incorrect on the documentation.

Everything you select will be "populated" onto the Discussion Plan

Use the BACK ARROW

at the bottom of the page to go to previous screen.

This is a required field. 

You must identify and document the specific date(s) in which you have had performance improvement conversations.  The intent is to accurately document specific data, not opinions, about the performance issue.

If this is your first conversation about the issue, simply make a note of it.

Use the BACK ARROW

at the bottom of the page to go to previous screen.

You have the option of creating a second ineffective behavior conversation.  Your selections will populate onto a second Discussion Plan page.  The second behavior will appear in one section of the Success Plan documentation.

The specific examples and dates of the second issue are different than the first, they should be listed on the second Discussion Plan. 

The specific dates, for different issues, will appear in one section of the Success Plan.

You have the option of noting the purpose of the conversation. 

It's important to clarify "why" you are having the conversation.  The focus is to identify and reinforce your intent for having the coaching conversation.

Your selection will appear only on the Success Plan documentation.

You have the option of noting a level of accountability for the employee. 

The employee should recognize the level of seriousness of this conversation.  The intent is to provide statements or facts that articulate the consequences of their choices.

Your selection will appear only on the Success Plan documentation.

The Discussion Plan is the summary of your selected and or customized behavior descriptions.

The employee does not need a copy of the document.

This document will be used as your "script" for delivering the conversation.  After the conversation, file the Discussion Plan in your personal supervisor/manager file.

As an added feature, you have the option of creating your own words to "describe" what each of the behavior descriptions "looks like." You can use this customization tool to draw a picture or tell a story to explain your observations.

Example:

Behavior Example: Select a specific observable behavior

• Susie is only focused on her/his work group.

Optional: Describe or explain what the behavior example "looks like."

I asked you to assist Dave's group with his tight deadline.  You said you would help him but you didn't do it.  You kept your team focused on meeting your own deadline.  Consequently, his group didn't meet the deadline and we didn't meet our customers' goal.

quick2coach WILL NOT save or host your completed coaching conversations. You must save the documents to your own computer system.

Click SAVE and place the document in your personal files. After saving, you can log out of quick2coach.

You will be creating a PDF file. You will not be able to make changes after saving to your system.

The Success Plan is the formal documentation of the coaching conversation. The intent of the plan is to create a written agreement that summarizes the issue(s), identifies the desired behavior and creates a level of accountability.

The document summarizes:

• The ineffective behavior.
• Specific examples of the behavior
• Specific dates of the observed behavior
• Specific performance expectation(s) for improving the behavior
• Signatures indicating the successful delivery of the conversation
• Follow up dates for monitoring employee success

Print both documents; Discussion Plan and Success Plan.  Study and review the content so you will be able to stick to the issue(s) when you deliver the message.  If it's a difficult conversation, I would encourage you to rehearse your delivery aloud with a trusted colleague.

Remember, the purpose of quick2coach tool is two fold:

1.  Create and deliver a customized, professional and objective coaching conversation.

2.  Give the employee an opportunity to choose a more effective way of behaving within the workgroup.

Focus on the specific behavior concerns and what the employee can do to create success.

Begin the conversation by making a statement similar to this: "I haven't done a good job at clearly describing my expectations for your performance.  I found a tool that will help us both improve.  I'll be able to set better expectations.  You'll have a chance to understand the goal and hit performance target."

Give the employee a copy of the Success Plan and ask them to follow along as you read it.

Ask them to hold their comments until you have finished reading the document. Reassure them that you'd be happy to hear their concerns after you have finished.

Start with the first paragraph and read the entire document slowly, clearly and deliberately. After reading each section you may want to describe, in your own words, what the behavior "looks like."

Use the blank space to fill in any additional comments that may have occurred during the conversation. Set a date and agree to re-visit the performance issue. 

Ask the employee to sign and date both documents as an indication that the coaching conversation was delivered.

Give one to the employee and keep the other copy in the employee's file.