Workshop Duration: 4 hours
Today’s work environment is distinguished by increased work loads, more varied
tasks and competing responsibilities. In order to succeed, employees need to
know how to manage priorities and achieve their goals. Managers are responsible
for guiding and influencing the performance of others so that they can meet
these challenges of a constantly changing environment. By effectively planning for performance related discussions, managers establish
a framework within which they can set mutual expectations, address performance
issues and help people respond to new developments. The purpose of this workshop is to provide participants with the skills and
tools to prepare for performance-related discussions that increase productivity,
collaboration and the achievement of critical goals.
Learning Objectives:
- Describe the role of the performance leader.
- Explain how an individual’s work supports the organization’s goals.
- Demonstrate a set of key actions for performance planning.
- Create verifiable, objective goals using specific criteria.
- Recognize the challenges individuals might have in achieving their goals and
develop strategies to overcome these challenges.
- Prepare for focused performance management conversations to address expectation
setting, poor performance and performance appraisals.
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Workshop Duration: 4 hours
The ability to set and reset performance expectations swiftly and in
a straightforward manner is a critical skill for all performance
leaders. This workshop provides a process for handling conversations
about work expectations in a way that reduces ambiguity, increases
trust and strengthens the working relationship between manager and
employee. The purpose of this workshop is to provide participants with the
skills to discuss performance expectations with others in a way that
gains their commitment and sense of ownership. Learning Objectives:
- Identify when a performance expectation discussion is necessary.
- Respond effectively to questions and concerns people have about work
priorities and goals.
- Use the Key Actions to hold a productive discussion about
expectations.
- Clarify expectations in a way that increases employees’ ability to
manage more of their job responsibilities on their own.
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Workshop Duration: 4 hours
The pressure for speed, productivity, and bottom-line results has never weighed
more heavily on organizations than now. Leaders must ensure that everyone takes
responsibility for performing his or her job as effectively as possible.
Employees need training and coaching so they can manage their own performance.
When these approaches aren’t enough, leaders need to step in and take prompt and
decisive action. The purpose of this workshop is to provide participants with skills for
addressing recurring or serious performance problems to get an individual’s
performance back on track and to build motivation for further improvement.
Learning Objectives:
- Recognize why leaders delay correcting poor performance.
- Describe the consequences of delaying action to correct poor performance.
- Identify performance situations in which to take action.
- Explain the benefits of thorough preparation when planning a discussion about
poor performance.
- Demonstrate a set of Key Actions for correcting performance problems.
- Conduct focused conversations about poor performance that result in action
toward improvement.
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Workshop Duration: 4 hours
The formal performance review can be an extremely powerful tool for the
performance leader. This is especially true today, when people work more
independently, and there are few opportunities for the manager and employee to
step back, look at what’s happened, and decide where to go in the future. This workshop presents a collaborative approach to the formal performance
review. Participants learn how to prepare employees for a review, how to manage
expectations during the session, and how to create an atmosphere that encourages
openness about concerns and plans for the future. The purpose of this workshop is to provide participants with skills and tools to
conduct a collaborative performance review that focuses on major
responsibilities, opportunities for improvement, and development needs. Learning Objectives:
- Prepare for a focused and collaborative performance review meeting.
- Help employees prepare for the performance review meeting.
- Give their perspective of the person’s performance by focusing on core points.
- Overcome major performance disconnects with the employee.
- Increase employee motivation, learning, productivity, and ensure collaboration
throughout the year.
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