ELEVATING PERFORMANCE WITH COACHING, NOT CRITICISM
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ELEVATING PERFORMANCE WITH COACHING, NOT CRITICISM
Use coaching moments to lift energy instead of crushing it.
By Alan Miklofsky — November 22, 2025
Coaching is the lifeblood of a High Energy shoe store. When managers default to criticism, performance tightens, confidence shrinks, and the selling floor feels heavier. But when coaching becomes the default language, energy rises, interactions sharpen, and employees feel supported—not judged. This article breaks down how to deliver coaching that fuels performance without draining motivation.
Immediate, Specific Feedback on the Selling Floor
The selling floor is a fast-moving environment. Feedback has to match the pace. Waiting hours or days to discuss an interaction drains the usefulness out of the moment. Staff forget the details and fill in the gaps with anxiety.
Effective coaching is quick, surgical, and kind. It should sound like this:
“During that greeting, you stayed behind the display. Step out next time—it projects confidence. You connected well with her need, keep that part.”
Three elements:
• Identify exactly when the moment occurred.
• Explain one behavior that needs adjustment.
• Recognize what they did well, so they walk away taller, not smaller.
Long speeches, stacked critiques, or emotional tones are energy killers. A tight, corrective nudge paired with an encouraging lift builds trust and momentum.
The ‘One Thing to Try Next Time’ Coaching Style
Employees learn best when the improvement request is simple and achievable. The “one thing to try next time” method keeps coaching clear and digestible. Instead of overwhelming staff with a laundry list, you offer one actionable next step.
Examples:
• “Next time, show the second pair earlier in the sit-and-fit.”
• “Next time, use the customer’s name more—it creates connection.”
• “Next time, size-check before discussing orthotics.”
This method sends a message: “I believe you can do this, and here’s a manageable next step.” Staff leave with direction, not discouragement.
Monthly One-on-Ones That Energize, Not Terrify
If employees dread monthly meetings, the system needs a reboot. High Energy one-on-ones are short, focused, and future-driven. They’re not performance trials—they’re tune-ups.
A strong monthly conversation includes:
1. Wins. The employee identifies what went well. Speaking success aloud boosts confidence.
2. One self-identified improvement. Employees usually know where they want to grow.
3. One coaching suggestion from you. Again—only one.
4. Support. “What do you need from me?”
5. A positive close. “You’re progressing. I’m excited for what’s next.”
Meetings should leave staff feeling capable and energized, never defeated.
Why This Approach Works
Coaching builds skill, confidence, and loyalty. It encourages people to take risks that help customers have better experiences. Criticism shuts people down. Coaching lifts them up. High Energy stores thrive because leaders build people who feel seen, supported, and guided—not judged.
© 2025 Alan Miklofsky. All rights reserved.
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