The Performance Coach regularly helps Axelerant’s team members understand and achieve expectations through honest conversations and feedback outside of their manager relationships. They also help team members reach their life potential by coaching and introducing other educational opportunities.
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To uphold and maintain the ethics of the coaching practice.
To create and maintain a safe space for the coachees to freely share their thoughts, ideas, frustrations, feedback, successes, failures, action plans, etc.
To provide an empowering context for the coachee and build confidence in the coachee to handle challenging situations.
To ask specific questions which can help the coachee with introspection and retrospection.
To lead the coachee outside of their comfort zone to have a different perspective.
To listen actively without judgment and bias. E.g., be neutral.
Empathize (not sympathize) with the coachee.
To support coachees in gaining self-awareness.
To help track progress toward set goals.
Coach coachees to be accountable and function with a high level of integrity.
Onboard people with Axelerant culture and bring alignment with Being Axelerant.
To have conversations about Individual Development Plan, Feedback, Asking for, Feedback, Receiving, recognitions, and aiding service area initiatives.
To conduct workshops and webinars on personal and professional development subjects, including leadership, ownership, mental wellness, and need-based topics.To provide individual mentorship on topics mentioned by coaches in the peer mentorship cockpit.
To recommend specific books, podcasts, blogs, or other sources of learning for a deeper understanding of the topic at hand.
To coach on behavioral aspects that detract from https://axelerant.atlassian.net/wiki/spaces/OA/pages/1447493744/Being+Axelerant#Our-Values.
To share insights with key stakeholders when explicitly asked for observations of a person’s salary, promotion, performance concerns, exit, etc., only with permission from the concerned person.
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