The Performance Coaching Model
Reducing Execution Risk at the Conversation Level
Are Your Leaders Driving Accountability?
The Performance Coaching Model offers a framework and nine skills every leader needs to build collaborative teams and accountable cultures.
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Courage Over Comfort: Where Execution Risk Begins
Why do leaders hesitate to address performance and behavior early?
It’s rarely because they don’t care. More often, it’s because they’re navigating uncertainty: fear of mishandling the conversation, lack of confidence in what to say, or the subtle political pressure to “keep the peace.”
When expectations haven’t been clearly defined, leaders often feel exposed. They worry about saying the wrong thing, damaging relationships, or appearing incompetent.
So the conversation gets delayed.
And that delay is where execution risk begins.
Standards drift. Assumptions multiply. Small issues grow into bigger ones. What could have been a five-minute conversation becomes a performance problem, a team disruption, or a missed result.
Avoiding the conversation doesn’t preserve harmony.
It quietly undermines execution.
The Performance Coaching Model gives leaders a structured way to address issues early—so clarity replaces hesitation, and accountability strengthens before problems escalate.
Avoiding Conflict is Costly to the Organization
Every big problem in an organization can be traced back to a conversation that should have happened but didn’t. The reason: Most of us have been conditioned to avoid conflict, we unconsciously see conflict as a problem to avoid at all costs.
But conflict itself isn’t the problem—mismanagement is.
Mismanagement costs companies millions in lost productivity, customer complaints, safety, lawsuits, and turnover.
A Quick Snapshot of Conflict Mismanagement
Execution risk often begins with small leadership behaviors that feel harmless in the moment but weaken clarity and accountability over time:
- Delaying the conversation and suffering in silence.
- Aligning downward instead of building cross-team collaboration.
- Shielding problems from senior leadership.
- Walking on eggshells with peers.
- Moving the problem employee instead of addressing the issue.
Each of these behaviors has one thing in common:
The conversation that would restore clarity never happens.
Over time, expectations drift, accountability weakens, and execution suffers.
From Problem to Impact
This one-page matrix reveals how the Performance Coaching Model impacts the manager and the organization.
Perfect for HR, OD, and L&D professionals who want to see tangible ROI on leadership development.
What We Know from Neuroscience
The brain learns what it practices. Avoidance strengthens the habit of dodging discomfort.
The good news: Habits can be rewired!
Your leaders can learn the skill of initiating difficult conversations, while promoting trust and increasing engagement.
The Performance Coaching Model helps leaders retrain their brains to navigate tough conversations with confidence—turning avoidance into action and stress into solutions.
Introducing the Performance Coaching Model
The Performance Coaching Model is a step-by-step framework for leaders who want to address challenges directly and strengthen team performance.
Created by Marlene Chism, a seasoned LinkedIn Learning Instructor with over 500,000 learners and a recognized expert in leadership communication, this course is grounded in the same proven methods trusted by thousands of leaders.
PCM offers a clear structure for conversations that move problems forward instead of letting problems escalate.
Nine Essential Communication Skills
The nine essential communication and coaching skills teaches leaders to prepare effectively, guide discussions with purpose, and redirect unproductive dialogue so progress continues.
Your Leaders Will Learn How to:
- Prepare using the Leadership Clarity Tool
- Stay in charge of the conversation
- Keep the conversation positive and forward moving
- Redirect conversations that are going off track
- Identify and overcome resistance
Lessons are short, (5 minutes or less) supported by guides and quizzes, so your leaders can start applying the tools right away without hours of training.
Before and After
| Before | After |
|---|---|
| Avoiding conversations that matter | Conversations initiated quickly |
| Stress over saying the wrong thing | Clarity of direction |
| Issues that lower team morale | Leader and team confidence |
| Sugar coated feedback | Coaching that creates accountability |
| Distractions and verbal ping pong | Focused and on track |
| Shooting from the hip | Prepared conversations |
How the Performance Coaching Model Works
The model is designed for leaders with busy schedules. Each lesson is short and focused, so you can learn a tool and apply it right away.
- Micro-lessons that take five minutes or less
- Guides and quick quizzes to reinforce each skill
- Flexible access so you can move at your own pace
- Tools you can revisit whenever a new challenge comes up
The Performance Coaching Model Works
Give your leaders a repeatable process they can rely on, so important conversations are easier to begin and far more effective in outcome.
Enterprise Access
The Performance Coaching Model is licensed in enterprise blocks of 10 seats.-
Individual digital access for all participants.
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A registration coordination call to align expectations.
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A live implementation kickoff session with Marlene to establish context, accountability, and integration clarity.
Additional seats may be added at $997 per leader within the 12-month access period. Enterprise-wide licensing options are available by consultation.
You will have the ability to register additional seats post-checkout.
