The context
A line manager in a school sought support to address an employee’s ongoing performance concerns.
Initial improvement targets had been set internally, but progress remained limited.
Rather than moving straight to a formal competency process, the Headteacher wanted to explore a more developmental and supportive alternative, believing in the employee’s potential.
The approach
A Brilliora Coach was brought in to work with both the line manager and the employee.
Key steps included:
- Jointly assessing the starting point
- The Coach shadowing the employee to understand their day-to-day reality
- Establishing regular coaching conversations
- Setting clear, realistic targets with defined success criteria
The Coach combined coaching and teaching expertise, ensuring the support was:
- Practical
- Structured
- Fully personalised to the employee’s learning needs
Why it worked
- The external perspective brought neutrality and reduced interpersonal tension
- Both parties felt safer to negotiate common ground
- Expectations became clearer and more achievable
The impact
The employee reported that what made the biggest difference was:
- Feeling understood rather than judged
- Receiving practical guidance, not vague feedback
- Learning how to improve, not just what needed to change
As a result, the employee was able to build the skills required, improve performance, and re-engage positively with their role.