Leaders at all levels in every organization are in a continual pursuit of growth and improvement. In this pursuit, they have two approaches available to them that are both interconnected and different. Interconnected in that they aim for the same general outcome – improved performance and results. Different in that they are applied in different situations. The two approaches are: coaching and discipline.
You could say that discipline is a form or subset of coaching rather than a completely different approach. I agree with this idea. I prefer the distinction so that we know exactly what tools and approaches we are applying in two different situations. Coaching applies when working with a team member who is performing well and could still get better. Their job is not at risk, and you would not even think about implying that it is. Discipline is a different approach. Discipline applies when a team member’s performance is below what your organization defines as minimum acceptable behavior or results. In a disciplinary conversation, the team member’s job might be at risk if they do not improve. Yet most of the conversation is still focused on what needs improvement and how to achieve it.
Here are two quick scenarios to demonstrate both the differences and similarities.
Alex: A Journey to Excellence
Alex is a dedicated employee who works as a customer service representative in a successful e-commerce company. He consistently meets performance standards, and his manager, Sarah, believes he has the potential to grow further in the organization. Sarah believes in the power of coaching to improve performance. She adopts a coaching approach to help Alex unleash his full potential.
Sarah schedules regular one-on-one meetings with Alex to provide both guidance and support. During these sessions, Sarah:
- Leads with questions rather than statements.
- Invites Alex to develop plans for improvement.
- Encourages open communication.
- Actively listens to Alex's concerns.
- Acknowledges his accomplishments.
- Provides constructive feedback rather than criticism.
- Offers suggestions for improvement.
- Focuses on incremental change to enhance Alex's performance.
- Helps Alex identify both his strengths and areas that need development.
Together, they establish specific development goals and a timeline to achieve them.
Sarah encourages Alex to take ownership of his growth by providing him with training programs, workshops, and self-assessment tools. She acts as a mentor, offering guidance and empowering Alex to develop his skills and knowledge. Sarah's coaching approach fosters a positive and supportive environment, nurturing Alex's motivation and commitment to continual improvement.
Michael: Correcting Unacceptable Performance
In a different department, there is another employee, Michael, who is struggling to meet minimum performance standards. Michael's manager, Lisa, recognizes the need for prompt intervention to address his performance issues. Since his performance is not meeting expectations, she uses a disciplinary approach to help Michael improve.
Lisa schedules a private meeting with Michael to address his performance shortfalls. While sharing her concerns and observations, Lisa:
- Maintains a professional and respectful tone.
- Focuses on helping Michael see the gaps in his performance and the negative impact it has on the team and the company.
- Ensures clarity by setting clear expectations and reinforcing the consequences of failing to meet them.
- Attempts to invite Michael’s engagement and participation by using more questions than statements.
- Offers clear examples of his performance deficits only if he is unwilling or unable to identify them first.
While Lisa employs a different approach, she has the same goal – improving performance and motivation without alienating the team member.
Lisa works closely with Michael to develop a performance improvement plan that outlines specific actions, deadlines, and measurable targets. The plan includes frequent check-ins to track progress and offer support when needed. Lisa provides targeted training sessions and either assigns or acts as a mentor to guide Michael through challenging tasks. She holds regular performance review meetings to provide feedback, monitor progress, and recognize any improvements. While she makes the consequences of non-performance clear, she works to keep the focus on what success looks like and the benefits it brings to Michael and the team.
The Key Difference: Focus and Emphasis
The key distinction between coaching and discipline lies in the focus and emphasis. Coaching concentrates on enhancing performance that is already acceptable with the goals of uncovering untapped potential and facilitating further growth. Discipline, on the other hand, addresses performance that falls below expectations. Discipline seeks to rectify the issues through clear communication of expectations and consequences for failure to meet objectives. Consequences for failure to meet objectives are rarely part of coaching conversations.
Coaching and discipline are two complementary approaches that leaders can use to achieve better results for their teams and organizations. By understanding the distinctions between the two approaches and when to apply each, leaders can create a nurturing environment that fosters personal growth and addresses performance gaps effectively. Whether it is enhancing already acceptable performance or rectifying unacceptable performance, the ultimate goal of both approaches is to empower individuals to reach their full potential and contribute to team success.
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