This paper contributes an approach that supports the development of professionals who have social performance responsibilities in organizations that develop or finance projects that potentially impact on people and their livelihoods. Our aim is to describe the research behind this approach, which involved identifying the dilemmas social performance professionals confront in their work, and reflecting on the role that executive coaching can play in helping these professionals carry out their role and improve their influence within their organizations. We describe the development of SPGrow360, an assessment tool that measures the extent of development of 3 higher order and 13 specific competencies that are relevant to social performance professionals. We reflect on how the SPGrow360 competency development tool can be used in 360-degree assessments and in coaching interventions that use a systems psychodynamic approach. We argue that a 360 approach that has social performance professionals at the centre can promote greater understanding amongst line managers, senior leadership, and board members about what is required to improve corporate social performance. Finally, we recommend that future research evaluates the effectiveness of this approach and that other professional disciplines reflect on how to develop the social performance competencies relevant to their own roles.

本文提供了一种方法，支持在开发或资助可能影响人们及其生计的项目的组织中培养具有社会绩效责任的专业人士。我们的目的是描述这种方法背后的研究，其中涉及确定社会绩效专业人士在他们的工作中面临的困境，并反思高管教练在帮助这些专业人士发挥作用并提高他们在组织内的影响力方面可以发挥的作用。我们描述了 SPGrow360 的发展，这是一种评估工具，用于衡量与社会绩效专业人士相关的 3 个更高阶和 13 个特定能力的发展程度。我们反思了 SPGrow360 能力开发工具如何用于 360 度评估和使用系统心理动力学方法的辅导干预。我们认为，以社会绩效专业人士为中心的 360 度方法可以促进直线经理、高级领导和董事会成员对提高企业社会绩效所需的更多了解。最后，我们建议未来的研究评估这种方法的有效性，并建议其他专业学科反思如何发展与其角色相关的社会绩效能力。高级领导层和董事会成员了解提高企业社会绩效所需的条件。最后，我们建议未来的研究评估这种方法的有效性，并建议其他专业学科反思如何发展与其角色相关的社会绩效能力。高级领导层和董事会成员了解提高企业社会绩效所需的条件。最后，我们建议未来的研究评估这种方法的有效性，并建议其他专业学科反思如何发展与其角色相关的社会绩效能力。