Have you ever had to coach a struggling employee only to find yourself struggling to provide them with meaningful feedback? You're not alone. While most nonprofit leaders recognize the importance of effective performance management, many are uncertain about how best to provide support. Consistent coaching and feedback is essential to maintaining a high performing culture and ensures that employee development remains firmly aligned with an organization's mission and culture. Join the Cornerstone OnDemand Foundation and Gayle Loving, Practice Leader of Business Consulting, for this special presentation on Coaching and Performance Feedback for Nonprofit Leaders. Viewers will learn: • How to effectively integrate coaching and feedback into your performance evaluation process • Best practices for providing meaningful and useful feedback and coaching to address performance issues • How to work with your management team to ensure coaching is included in the performance evaluation process Watch the recording at http://www.cornerstoneondemand.org/resources?type=2.

1. Coaching and
Performance Feedback
for Nonprofit Leaders
Gayle Schneider Loving, Principal Consultant

2. CSOD Foundation: Our Mission
The Cornerstone OnDemand Foundation transforms the way
people help people. Through the contribution of our technology
and talent management expertise, we strengthen nonprofit
organizations around the world by helping them develop, engage,
and empower their employees and the people they serve.

3. HR Pro Bono Corps
The HR Pro Bono Corps brings much-needed
human capital management expertise to the
nonprofit sector at no cost.
The HR Pro Bono Corps focuses its support in three areas:
• Performance Management
• Learning Management
• Succession Management

4. Applying Today’s Learning
Breakout Session for Managers:
Career Conversations with Your Employees
Thursday, May 8th @ 10am PT
Small-group discussion on best practices and guidelines to initiate career-
development conversations with your employees.
• Space is limited.
• Sign-up link will be included in webinar follow-up email.
• Confirmation of RSVP will be sent within 24 hours.

5. About the Presenter
• Principal Consultant for Performance and
Succession Management at Cornerstone
OnDemand
• 8 years operating talent management consulting firm
• BA in Liberal Arts from Xavier University
• MBA from Purdue University
• Certified Senior Professional in Human Resources
(SPHR)
• Six Sigma Black Belt
Gayle
Schneider
Loving

6. This Presentation
Our Goal Today:
• Learn how to effectively integrate coaching and feedback
within your performance management process
How We’ll Get There:
• Review best practices for providing effective feedback
and coaching to solve performance issues
• Review how to encourage and support your
management team to include coaching in the
performance management process

7. A Note Before We Begin
This is not a silver bullet.
• This will not fix your performance management process
in one fell swoop.
• This will not be an overnight sensation with your
managers and employees.
• This will help realign your performance management
process but it takes stepping outside of your comfort
zone, increased awareness, and practice to get it right.

8. • Used to effectively lead,
manage, develop, reward
and assess employees.
• Coaching and Feedback
have the greatest impact on
performance
Performance Management is…well...
MANAGEMENT

9. Expectations of Performance Management
54%
50%
50%
42%
39%
27%
21%
17%
14%
12%
10%
8%
To create a high-performance culture
To equitably tie compensation & rewards to performance
results
To evaluate employee & organizational performance
To support employees in meeting their performance goals
To create aligned goals
To determine employee development needs
To increase engagement
To enhance retention of top performers
To identify future leaders
To fairly evaluate employees for promotion
To comply with regulatory requirements
To fairly evaluate employees for discharge
Source: Bersin & Associates, 2008.

10. The Reality
• Most performance processes focus on compliance – a
way to determine merit pay.
• Ineffective feedback impacts employee morale and
engagement.
• Unclear and misaligned expectations – it is hard to be
aligned based on a once-a-year conversation.
• Focus on completion of goals with limited attention to
development and support of achievement.
Bersin@Deloitte (2011) found that the most severe performance
management challenge is managers’ inability to coach their
employees.

11. Performance Coaching
• Occurs frequently throughout the year.
• Builds a current strength or corrects a
weakness.
• Delivered by a manager, but it can be given by a
peer, a manager in another department, partner,
or client.

12. Coaching and
Feedback Culture

13. What’s Needed
Coaching and Feedback is most effective in
environments where:
• People trust each other
• Feedback is fair
• People are held accountable

14. First Steps
• Train employees on how to give and receive
productive negative and positive feedback.
• Incorporate feedback into the performance
management process.

15. Common Feedback Opportunities
Self-Evaluations
Self-evaluation is the hallmark of star athletes, great musicians,
and high-performing people. They set high standards for
themselves and then continuously monitor their own progress.
Peer Feedback
Giving employees a way to acknowledge a co-worker puts the
feedback control in the hands of the folks who are closest to the
activity.
Manager Feedback
Effective managers ask for feedback on performance throughout
the year at the logical close of projects or normal yearly work
cycles.

16. Tips for Managers
• Make coaching and feedback “normal”
• Don’t hide behind technology
• The annual review should not be a surprise

17. The Conversation

18. Lose the “Sandwich”

19. Giving Effective Feedback
1. Prepare for your feedback meeting
2. Address only one major topic at a time
3. Focus on the impact
4. When providing constructive feedback ...
 Express confidence
 Create an action plan

20. Tips for Managers
1. Judge the actions,
not the person
2. Be clear and cite
specifics
3. Refrain from giving
unwanted advice

21. Summary
Nonprofits typically have few resources for
professional development. Effective Coaching
and Feedback gives both managers and staff a
chance to learn, which benefits your people
and drives your mission.

22. Questions?

23. http://www.csodfoundation.org foundation@csodfoundation.org
Thank You!

24. Upcoming Webinar
Topic: Learning Metrics: Building Your Training Scorecard
Date: Wednesday, May 21 at 10 am PST/1pm EST
Description: Learn to leverage a “training scorecard” to track how things are going, and gain
the data to stand on equal footing with other leaders in your organization.
Registration details to follow today’s webinar
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