Purpose for including Let’s get real in performance management and coaching
Performance management and coaching utilises the results of a self-assessment of Let’s get real to identify areas for development.
Opportunities are provided for people to develop their confidence and skills in working with people and whānau with mental health and addiction needs through feedback and coaching.
Organisations have a consistent approach in using Let’s get real to inform performance management and coaching.
Clear expectations are set regarding practice that reflects Let’s get real.
Examples of how to include Let’s get real in your performance management
Acknowledge that each individual is at different stages in their development of the Real Skills. Developing these skills can take time.
Work together during coaching to determine your team member’s level of capability for each skill as identified through the self-assessment. Consider how you are receiving feedback about your team’s application of the Real Skills. This could involve feedback from a person accessing services or from their whānau. This provides a useful measure for how your team member is developing their skills in each area.
Clearly outline the expected performance and identify ways that you can support their development.
Acknowledge what might be getting in the way of a team member developing these skills? How do the values and attitudes of Let’s get real align with their own personal values? How are these reflected in their work?
Identify a timeframe to do a follow up self-assessment to identify areas of progress.
Consider other ways for providing different kinds of support to the team member, eg professional supervision or peer support.
Performance management and coaching resource examples