Performance management: Coaching for performance

Author: Judith Kumeroa-Tichbon

Performance Management: Coaching for Performance

Judith Kumeroa-Tichbon
19 July 2019

Kumeroa-Tichbon, J. M. (2019). Performance management: Coaching for Performance. (A thesis submitted for the degree of Master of Professional Practice at Otago Polytechnic.) [PDF 1.9 MB]



Let me tell you a little about this Te Ora Hou world I married in and raised my children in. It is a unique, imperfect, often messy and sometimes colliding world. And it is wonderful, filled with wonderful people. Te Ora Hou is a national network of groups. This particular research focusses on Te Ora Hou Whanganui.

Te Ora Hou Whanganui is a Māori and Christian kaupapa whānau supporting community development in Whanganui. Our focus is on children and young people and this is done within the context of whānau and community. Across the network of Te Ora Hou we have agreed key elements which support the conditions for mauri ora. We call this Te Mauri o Te Ora Hou and these elements are:

  1. Tangata Whenua
  2. Wairuatanga
  3. Whanaungatanga
  4. Rangatahi, Whānau, Hapū
  5. Ohaoha
  6. Mahi Tika
  7. Akonga

There were two particular research goals in this study:

  1. Develop a genuine, effective Coaching for Performance culture in Te Ora Hou Whanganui congruent with Te Mauri of Te Ora Hou 
  1. Establish a fusion between the needs of the organisation and the needs of the workers with the intention to develop a team who feel valued, enabled and supported and are then inspired to deliver the highest quality of work.

Through the study period I was drawn toward developing a personal philosophical perspective on leading well and how coaching supports that. My leadership integrity is upheld when I act consistently and congruently with my values.

Building a coaching culture in Te Ora Hou requires the whole team to be actively engaged and using coaching skills with each other. We are building a curious workforce who question, consider, arrive at conclusions and make decisions they own. They will have confidence, self-belief. Their potential will be unlocked and they will work in, and sustain, an environment where they will make sound decisions and know that they are trusted and backed in those decisions.

Coaching was considered alongside Te Mauri o Te Ora Hou, in particular Tangata Whenua and Wairuatanga. Where coaching and Te Mauri intersect, there is a common space where people are genuinely treated well, with dignity, with a generous spirit, in a relationship of reciprocity.

This is essentially about treating people with respect and believing in their potential as a whole person. Using the metaphor of the whenua, the coach cultivates the soil so the new shoots grow easily. The coach plays the role of gardener. Each person can play the role of gardener and also the role of the new shoot.

In considering an integrated model of coaching within a kaupapa Maori team the kupu Māori - hau, mauri, mana and ohaoha encapsulate coaching through Te Mauri o Te Ora Hou. We raise the mana and mauri of people as we live lives that are reflecting that which is important to God.

When our foundation is deeply rooted, we create a platform from which our team can operate with confidence and be innovative in their own practice.

Keywords: coaching culture, intersectionality, kaupapa Māori, te mauri, foundation for practice, mana

Judith's research was supervised by Jo Kirkwood.


This thesis is publicly available under a Creative Commons Attribution Non-Commercial No Derivatives licence CC BY-NC-ND 4.0 International license.

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