Three Coaching Questions to Improve Staff Performance in Your Nonprofit
If training alone isn't moving the needle, it’s time to bring coaching into the equation. In this episode, I share how nonprofit leaders can use three simple yet powerful coaching questions to drive behavior change and improve staff performance, without micromanaging.
You’ll discover why traditional training isn’t always enough and how coaching can help build autonomy and accountability. These coaching questions are rooted in the Situation-Behavior-Impact framework for feedback and can be taught to people managers or used with external partners.
▶️ Key Points:
00:58 Coaching vs. directive management
02:35 Why training alone isn't enough
03:47 Three coaching questions to improve staff performance
06:55 The bonus question that unlocks ownership
If your team keeps missing deadlines, repeating the same mistakes, or struggling to meet expectations—even after training—you’re not alone.
Performance challenges are common across growing nonprofits. But here’s the challenge:
Training alone won’t fix the problem.
In this episode of Learning for Good, I share a practical, 3-question coaching technique you can use with your staff (or teach your people managers to use) to shift from reactive correction to proactive ownership.
This episode is perfect for nonprofit leaders who need to motivate their teams to shift their behavior and for nonprofit talent development pros who are looking for new ways to develop staff.
Is It a Skill Gap? Identifying the Root Cause Needs
Training is useful when staff lack the know-how to do something new.
But what if the issue isn’t about skill at all?
To determine if training is the answer, you have to know your audience. Identifying needs is a core part of what L&D does and what learning consultants can do for you. It goes beyond the problem (i.e., staff aren’t performing XYZ) to the root cause.
And in many cases, it’s actually:
A mindset gap
A motivation gap
A missing opportunity to reflect and course-correct
And when that’s the case, more training won’t help. But the right coaching conversation can.
Performance Coaching Questions
For performance coaching, we want to ask questions that spark ownership and change. The questions I provide below flips the classic “Situation–Behavior–Impact” feedback model into a coaching conversation.
Here’s how it works:
1. What is your perception of the situation?
This opens up space for the employee to share what’s going on from their point of view. You’ll uncover not only facts, but also feelings and assumptions that may be influencing their actions.
2. How are you responding to the situation?
This question gently brings awareness to their behavior and what they are (or aren’t) doing to influence the outcome.
3. What is the impact of that response?
This is where the magic happens. People begin to understand the ripple effects of their actions, or inaction, on others, on outcomes, and on themselves.
Bonus: Ask “What is the best possible outcome from here?” to transition the conversation from reflection to forward momentum.
Benefits of Performance Coaching
These questions don’t just address the current issue; they teach a repeatable reflection skill that helps people navigate future challenges more independently.
You’re not just managing a problem.
You’re developing a leader.
Is Coaching the Missing Piece?
This approach is ideal for:
People managers who default to “just fix it” conversations
HR and L&D pros looking to build feedback culture
Nonprofit leaders navigating performance issues with limited capacity
If your team is struggling and training hasn’t solved it, coaching might be the missing piece.
To learn more about performance coaching, tune into episode 139 of the Learning for Good podcast.
Additional Resources Just for You
Other Helpful Podcast Episodes:
Why Staff Accountability Isn’t a Training Problem and What to Do Instead
How People Managers Can Improve Employee Performance and Job Satisfaction
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