Want to, Need to, Have to

A Framework for Equitable Performance Coaching

Photo by Amy Hirschi on Unsplash

Managers generally receive very little training in how to manage their teams. Most in-house manager training processes will walk you through some of the administrative obligations, but rarely do they cover topics that will help a new manager take their next steps into the role independently and confidently. Eventually, when the new manager is left alone and in a 1–1 with their report, they’re often left feeling unprepared and under pressure.

3 Part Workforce Management Equitable Coaching Framework

As a new manager, I found myself concerned about how to have corrective coaching dialog, how to build a business case for termination, and how to do it while keeping equity front and center. Since my own onboarding experience, I’ve pieced together a framework to navigate these questions — one that I wish someone had shared with me a long time ago and references Diversity, Equity, and Inclusion (DEI) practices and goals. I call this framework “Want to, Need to, Have to”, or alternatively, the 3 C’s (Collaboration, Curiosity, Correction). This is a formalized escalating protocol with a compassionate foundation of accommodation and support.

Many, perhaps even the vast majority, of performance issues are solved with a gentle nudge. When that happens…