Keith Lucas

So next is orange.

And this is where people's performance dips below a critical threshold.

And that threshold is when you no longer think it's likely they're going to turn things around, but you still believe it's possible.

This is a key threshold.

It's no longer likely.

but you believe it's still possible.

This allows you to continue to coach with an open mind, but also to convey the right level of concern because now it's unlikely.

So in this phase, again, you're giving honest feedback and concrete feedback on the issues.

But in this phase, people must hear, and this is my key learning, they must hear that their job is on the line.

It's the only fair thing to do at this phase.

And so you let them know their job is on the line.

You make yourself available to help, but they have to drive the turnaround.

Finally is red.

Red is really exit.

So if you do your job right in the progression from green, yellow to orange, most people will either turn around or voluntarily leave.

They're understanding what's going on.

They're either able to make improvements or they realize this is not the right place for me and they leave.

Red is for everyone else, everyone who remains around and who is not able to be on the team.

The conversation should be really short and you can do that if you have the proper orange top.

So that is my approach to coaching out, the green, yellow, orange, red.