07 Apr Coaching for Performance: How to Use the Performance Formula to Boost Results
Employee engagement, performance, and ultimately business results are significantly shaped by the quality and frequency of coaching conversations between managers and their team members. Research from the Corporate Executive Board shows that when these conversations are regular, honest, and forward-looking, engagement and performance can improve by up to 12%. Similar findings have been reported by the Human Capital Institute.
In these coaching conversations, it’s essential to help employees explore what drives their engagement and performance—what strengths they can leverage, and which challenges require their focus.
To support this exploration, we use a practical tool inspired by the work of Whetten and Cameron: the performance formula.
What Is the Performance Formula? (P = E + A + A + O)
At the heart of effective performance lies four key drivers. Think of the formula as:
Performance = Expectations + Ability + Attitude + Opportunity
It’s not a mathematical equation—it’s a framework for thinking.
Each element helps leaders and employees explore the why behind performance—what’s enabling it, and what’s getting in the way.
Expectations: Employees need clarity on what’s expected of them and the standards they’re measured against. They should also understand how their work contributes to the wider strategy. Without this clarity—usually the manager’s responsibility—effective performance is unlikely. Alignment between manager and employee is essential.
Ability: To meet expectations, employees need the right skills, experience, resources, and aptitude. Consider: Have you supported their development through coaching or experiential learning? Do they have the tools, time, and team to succeed? Are they truly suited to the role?
Attitude: Even with clear expectations and strong ability, performance suffers if motivation is lacking. Commitment, confidence, and mindset are often the difference between delivering and struggling.
Opportunity: Employees may have the clarity, skills, and drive—but without the chance to step up, they won’t perform. Have you delegated responsibility, not just tasks? Are you raising their visibility and opening doors to growth?
In coaching conversations, I often ask employees to rate their performance overall, and then on each element of the formula. Exploring the reasons behind their ratings uncovers strengths to build on and areas to improve. The structure gives clarity, ownership, and accountability—and can be just as valuable when used by leaders to support their own teams.
How to Use the Formula in Coaching Conversations
When something isn’t going as planned, rather than assigning blame, the manager can ask:
“If you were to rate yourself from 1–10 in each of these four areas—Expectations, Ability, Attitude, and Opportunity—how would you score yourself?”
This opens up space for a constructive, blame-free dialogue that identifies barriers and creates solutions.
Why This Works: Engagement and Empowerment
We’ve seen that when managers use this approach consistently, employee engagement increases by up to 12%. Why?
Because:
- Employees feel heard—not judged.
- Managers become better coaches—not just taskmasters.
- Performance becomes a shared responsibility—not a top-down demand.
From Performance to Potential: The Role of the Leader
Coaching isn’t just about today’s task—it’s about developing tomorrow’s leaders. The formula helps managers:
- Spot patterns in behaviour or motivation
- Tailor their approach to individual team members
- Create a culture of clarity, ownership, and accountability
Want to Coach with Confidence?
OMT Global offers leadership development solutions that empower managers to coach effectively, improve engagement, and build high-performing teams. We support organisations ready to drive performance with tools that actually work.
Let’s Talk About Your Leadership Needs
Ready to drive meaningful change across your teams?
Contact us today to explore performance coaching and leadership development solutions tailored to your organisation.
Listen to our podcast on the Performance Formula and how it can help drive high performance through others. Eddie speaks with Richard and discusses the Performance Formula, providing implementation strategies.
Spotify – https://open.spotify.com/episode/7bTyyjsmbqg5COqxcbv5hX?si=1277d0f1f4314d7d
