1. Performance Coaching FY19 Strategic Planning
BPs: This presentation can/should be edited to fit the needs of your audience and what you are attempting to accomplish in a session. This deck represents collectively, what we anticipate the scope of strategic performance coaching sessions with leaders would include.
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2. Agenda
Review goal-setting methodology (with examples), share processes, timeline expectations
Review the organizational strategy and OKRs
Leaders determine which organizational OKRs can be supported by their organization
Leaders craft performance goals that align to organizational objectives, ensure KRs objectively determine whether a goal was achieved, review opportunity to craft developmental goals
Leaders strategize cascade plan
Review resources
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3. Goals for Leaders
Craft performance OKRs that align to organizational goals
Ensure KRs clearly determine whether an objective was achieved
Review opportunity to craft developmental OKRs
Formulate the plan for Leader(s) to meet with direct reports to cascade OKRs
What Leaders accomplish in a facilitated session
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4. Talent Management
Placeholder for forthcoming visual

5. Performance Coaching
“Performance Coaching” is how Change Healthcare describes the ongoing partnership between people leaders and team members to achieve organizational objectives. This is accomplished through goal setting, continuous communication, coaching, and feedback.
Performance coaching is our “performance management,” which includes the goal-setting process, and the on-going coaching and support aspects.
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6. OKRs Goals are structured in an “OKR” format.
Objectives are what you want to achieve.
Each objective should be qualitative, ambitious, actionable, time-bound, challenging, and of high priority.
Key Results are the actions required to achieve the Objective.
They can be thought of as steps, milestones, or necessary prerequisites to obtaining the Objective.
There are two types: performance OKRs and development OKRs.
Performance OKRs are cascaded through the organization.
Development OKRs support individual team members’ development plans.
Reminders about OKRs, format, and intent
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7. Examples
Performance goal cascade, one leader’s KR becomes the next leader’s Obj, and so on
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8. Examples
Sales Executive and Account Executive both contribute to their VP’s OKR of “achieving targeted sales growth”
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9. Examples
Cascade from KR to Obj, and onward through individual contributor
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10. OKR process Goal-setting is not an annual activity!
OKRs should be created, updated, shared, and completed on an on- going basis in the Workday system.
Team members should align their performance OKRs to their leader’s.
Additional OKRs may be added by team members with the support of their leader.
Workday data can help inform annual performance calibration, which may impact merit.
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11. Timeline Ongoing Coaching Conversations/ Refresh OKRs Merit Planning /
May 15-16
Neil shares his OKRs at AIM
June 30
Team Members OKRs complete in Workday
October
Pulse Survey
March
FY19 Closeout Activities
May – June
People leaders cascade OKRs
July
Pulse Survey
January
Pulse Survey
AIM 2019
Strategic direction updates
Cascade from KR to Obj, and onward through individual contributor
Merit Planning /
Conduct Talent & Organizational Review Process
Create Organizational Effectiveness Plans
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12. Organizational strategy and OKRs
Review the organizational strategy and OKRs
Determine which organizational OKRs can be supported by the Leader’s organization
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13. Your OKRs Placeholder Placeholder to work through leader’s OKRs
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14. Workday
Remember to enter OKRs into the Workday system and cascade appropriately. This page might include a screen shot of the appropriate screens in Workday.
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15. Meeting/cascade plan Who What When Where
Identify stakeholders, any partnerships?
What
Goal synergies? Conflicts?
When
Schedule date(s) or include in existing meeting?
Where
Book space or create virtual sessions
Formulate the plan for Leader(s) to meet with direct reports to cascade OKRs
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16. Resources Performance Coaching catalog on CHU
Workday Quick Reference Guides (QRGs) on People Connections
Team members consult their leaders regarding OKRs
People leaders consult their leadership and BPs
Quarterly pulse survey
Performance Coaching catalog on CHU that can support all team members and people leaders as they navigate the day-to-day aspects of Performance Coaching.
Quick Reference Guides (QRGs) will be available on People Connections to provide technical, system support for populating and managing goals in Workday.
All team members should consult their leaders regarding ideas and concerns about OKRs. People leaders should also consult their leadership, as well as their Business Partners, for support.
Quarterly, a pulse survey will be sent to inquire about performance and the support our team members receive in attainment of OKRs.
PROPRIETARY & CONFIDENTIAL