06
Feeling stuck on a Performance Improvement Plan?
Ever wondered why you were put on it or how to make it work for you not against you?
You feel blindsided by a PIP or overwhelmed by it as if your job suddenly feels at stake?
Maybe expectations weren’t clear, you didn’t get enough support, or you feel judged rather than helped. Maybe you’ve been behind on your goals for a while, or your feedback feels vague, and suddenly you're on a formal plan with big implications.
It can feel intimidating, unfair, or isolating but it doesn’t have to be. A PIP can be a turning point when approached with clarity, intention, and support.
Performance Improvement Plan (PIP)
A Performance Improvement Plan (PIP) is a structured process where specific performance or behavioral gaps are identified, and a clear improvement roadmap is put in place.
Typically over a 30‑ to 90‑day period. It outlines expected goals, support mechanisms, review timelines, and consequences or rewards, helping someone get back on track professionally.
Though they’re meant to support growth, PIPs are often viewed negatively. Sometimes sadly seen as a prelude to termination rather than development.
What tools or theories might
we use?
Integrating frameworks from coaching, performance management, and cognitive-behavioral science to make PIPs collaborative and empowering.
Goal‑Setting & Behavioral Expectancy (Locke & Latham)
Creating specific, measurable, realistic, and time-bound improvement goals.
Cognitive Behavioral Coaching (CBC)
Identifying limiting beliefs (e.g., “I can’t change”) and reframing mindset for action.
SPACE Model (Social–Physiological–Action–Cognition–Emotion)
Understanding how stress, beliefs, and emotion affect performance.
Strengths-Based Development
Building areas of capability rather than only fixing deficits.
Techniques for both giving and receiving performance feedback that motivates growth.
Scheduling regular check-ins and resource reviews to sustain momentum.
What we’ll be doing together?
We will:
Supporting services:
Strengths & Personality Assessment: sharpen awareness of core strengths that can support your recovery or pivot.
Practice Lab Sessions: simulate performance conversations, role plays, or scenario-based rehearsals to build ease under pressure.
Work Personality Inventory (WOPI)