Performance Acceleration Program: A 3-Month Coaching Guide

1. Program Introduction & Benefits

The Performance Acceleration Program is a structured, 3-month coaching initiative designed to support low-performing employees in achieving clear, measurable performance goals. Grounded in proven coaching methodologies like GROW and FUEL, the program provides a confidential, supportive framework for employees to clarify objectives, develop actionable plans, and build the skills and momentum necessary for success. It transforms performance management from a punitive process into a collaborative development journey.

Strategic Benefits for Employees:

• Clarity and Direction: Employees gain a clear understanding of performance expectations and a personalized roadmap to achieve them, reducing overwhelm and increasing focus.
• Skill and Resource Development: Targeted coaching and peer support help bridge skill gaps, providing employees with the tools and confidence needed to execute their roles effectively.
• Increased Accountability and Support: Regular check-ins with a dedicated coach and structured peer interactions create a system of accountability that is supportive rather than punitive, fostering commitment.
• Enhanced Self-Efficacy: By achieving incremental milestones and overcoming specific challenges, employees rebuild confidence in their ability to succeed and manage setbacks.
• Sustainable Performance Habits: The program culminates in the creation of a personal sustainment plan, equipping employees with strategies to maintain improved performance beyond the 3-month period.

2. Program Expansion Strategy

Evaluation: This is a Coaching program. While the core structure is sufficient, integrating a supplemental Peer Mentorship layer would significantly enhance outcomes.

Addition of a Peer Mentorship Layer:

• Value Added: A structured peer mentorship component pairs program participants with high-performing peers from different teams. This addresses key audience challenges by:
  • Providing relatable role models and reducing feelings of isolation.
  • Offering informal, real-time advice on navigating company culture and specific role-related obstacles.
  • Strengthening cross-departmental relationships and fostering a culture of collective growth.
• Implementation Note: In Weeks 2-3, after initial goal setting, participants are matched with a peer mentor for bi-weekly, informal check-ins. These sessions are framed around sharing challenges and solutions, not performance evaluation. Mentors receive a brief guide on active listening and boundary-setting to ensure constructive conversations.

3. Implementation Roadmap

Launch Phase (Pre-Program to Week 1)

1. Stakeholder Alignment: Secure buy-in from senior leadership and brief people managers on the program's supportive (not punitive) purpose.
2. Participant Identification & Invitation: Collaboratively with managers, identify employees who would benefit. Extend personal, confidential invitations emphasizing growth and support.
3. Coach Selection & Onboarding: Assign certified internal or external coaches. Brief them on the program framework, key milestones, and participant profiles.
4. Kick-off Workshop: Conduct a group session to introduce the program, its benefits, the coaching model (e.g., GROW), and set expectations for confidentiality and participation.
5. Initial Assessments: Distribute pre-program self-assessments and, where appropriate, secure 360-feedback to establish a performance baseline.

Tracking & Operations (Weekly during 3-Month Lifecycle)

1. Weekly Core Activities:
   • Individual Coaching Sessions: 60-minute weekly/bi-weekly sessions between coach and coachee, following the structured model.
   • Peer Mentorship Check-ins: 30-minute informal bi-weekly meetings (if mentorship layer is added).
   • Action Item Tracking: Coachees log actions and progress in a shared, simple digital journal or tracker.
2. Monthly Program Management:
   • Coach Sync: Program manager meets with all coaches monthly to discuss trends, challenges, and ensure consistency (maintaining participant confidentiality).
   • Progress Dashboard Update: Aggregate anonymized data on milestone completion and goal progress for leadership review.
3. Milestone Reviews: Facilitate structured reflection and planning sessions at Weeks 3, 6, 9, and 12 as outlined in the research.

Success Measurement

• Quantitative KPIs:
  • Goal Attainment Rate: % of participants who meet or exceed their individualized SMART goals by Week 12 (Target: 80-100%).
  • Milestone Adherence: % of participants completing key milestones on schedule (Target: 90%).
  • Retention & Engagement: Program completion rate (Target: >90%) and average increase in self-efficacy scores from pre/post surveys (Target: 20-30% uplift).
• Qualitative KPIs & Feedback:
  • Participant NPS: Post-program survey asking "On a scale of 0-10, how likely are you to recommend this program to a colleague?" (Target: >8).
  • Manager Feedback: Structured interviews 1 month post-program to assess observed, sustained behavioral change.
  • 360-Degree Feedback Shift: Analysis of pre/post 360 reports for improvements in specific, agreed-upon behavioral competencies.

4. Approved Tools List

• Coaching Software: Primary Tool. This is essential for scheduling sessions, securely storing coaching notes and action plans, tracking goal progress, and facilitating feedback exchanges between coach, coachee, and (optionally) manager in a structured way. It centralizes operations and ensures confidentiality.
• LMS (Learning Management System): Secondary Tool. Used to host all asynchronous training content (video modules, guides, articles) for both coaches and coachees. It allows for scalable delivery and tracking of content completion for the "Resource & Content Library" materials.
• Internal Social Network: Supporting Tool. To foster community and reduce isolation, a dedicated private group can be created for program participants. This facilitates peer support, allows coaches to share general resources, and builds a sense of shared journey outside formal sessions.

Justification: Mentorship Software is not selected as the primary tool because this is a coaching-first program; peer mentorship is a supplemental layer. Personality Tests are not included as they are not a core requirement of the researched methodologies, though they could be an optional module. Onboarding and ERG platforms are not suited to this program's specific performance-coaching focus.

5. Resource & Content Library

Training Content for Coaches:

• Guide: "Applying the GROW & FUEL Models in a Performance Context"
• Video Series: "Coaching Through Resistance and Setbacks"
• Article: "Maintaining Confidentiality and Building Trust with Low-Performing Employees"
• Template Library: Coaching session templates, progress review forms, and goal-setting worksheets.
• Guide: "Facilitating Effective Peer Mentorship Partnerships" (if mentorship layer added)

Training Content for Coachees:

• Interactive Module: "From Goal to Action: Building Your SMART Performance Plan"
• Workbook: "Self-Assessment and Reality Check: Identifying Strengths & Gaps"
• Video Series: "Building Momentum: Overcoming Procrastination and Managing Setbacks"
• Guide: "Effective Communication: How to Advocate for Resources and Support"
• Template: "My Sustainment Plan: Locking in Long-Term Success"
• Quick Guide: "Getting the Most from Your Peer Mentor" (if mentorship layer added)