Don't fall for the myth that no news is good news, but somehow being 'coached' on your performance is bad news. No news may not be bad, but it definitely does you no good, whereas being coached on your performance is an opportunity to improve--and that is always good news.

Why does "performance coaching" have a bad name among so many in the workplace? One reason is surely that most bosses only think of "coaching" an employee when the boss thinks the employee has a recurring performance problem.

Why should "performance coaching" only be about performance problems? Why should coaching be about failure? Who among us does not have room to improve? Who wouldn't be more effective with a performance coach? Why shouldn't performance coaching be about constant improvement for everybody?

The coach helps you remember to be purposeful about every single detail. In being purposeful, YOU build up your skills. From focusing, YOU learn focus itself.

Obviously, some bosses have more natural talent than others when it comes to coaching. Some will try and not be very good at it at all. Some won't even try.

Here's the punch-line: Keep your eyes peeled and your ears open for opportunities to be coached by your boss, or by anyone really who is an outside objective encouraging voice with experience and wisdom and purposeful focus to share. Don't listen for those hollering, "Rah! Rah!" around your workplace. Don't be fooled by contrived enthusiasm. Look for the real teachers among your boss(es) and soak up their teachings.

If you feel a "coaching session" coming on, pay close attention. Assure the boss that you very much welcome candid feedback in detail, not just positive but also corrective. Listen carefully until you have a very good understanding of the key points being made. Try rephrasing the points that are being made to make sure you understand. You can ask your boss, "Are you saying THIS about my performance?" And then listen. Make sure you understand. Ask for specific examples. Ask your boss to spell out exactly what YOU did right and exactly what YOU did wrong or not quite right and ask for clear guidance on next steps. Ask for goals and guidelines. Ask for some real guidance and direction.

The best case scenario for YOU would be to turn every single one-on-one conversation with every single boss about your work into this sort of coaching session: You get candid feedback in detail, both positive and corrective. Ask for specific examples. Ask for real guidance. That's what you need. If you could turn every one-on-one conversation with every boss into an opportunity to improve your performance wouldn't that always be good news?