Performance Management

Introducing

PERFORMANCE MANAGEMENT

A practical workshop to enable leaders to improve the performance of their people.

Learn how to:

  • Set goals with your people
  • Recognize superior performance
  • Deal assertively with poor performance
  • Create development plans for your people
  • Measure performance
  • Conduct effective performance appraisals

BACKGROUND

Are you frustrated with the level of motivation and enthusiasm of your people? Do they seem to be working aimlessly, without direction? Do you find it difficult to confront people that are not pulling their weight? And do you find it a drag having to do performance appraisals where you have little to say or offer people as an incentive to improve their performance? If so, then this workshop will give you new tools to deal with these people issues effectively.

We'll send you back to work with an action plan that you can put into practice right away!

WHO SHOULD ATTEND

Leaders aiming to improve the performance of their people significantly.

TRAINING PROCESS

The training will be customized to incorporate role-plays and simulations that are close to real life. It will incorporate state-of-the-art adult education techniques. People will learn by listening, seeing and above all, using hands-on practice. They will also gain from ongoing feedback from their peers and the trainer. Participants will benefit from an informal, enjoyable learning environment that will encourage active participation and openness.

We will challenge participants to use the skills right away. They will have the ability to call on us informally at any time for help regarding the use of any tools that they learned in the workshop.

LENGTH OF PROGRAM

2 days.

THE OBJECTIVES

By the end of this workshop the participants will be able to:

  • Know your role in helping the organization achieve its mission;
  • Coach your people to improved performance;
  • Measure the performance of your team and each member;
  • Have people set their own challenging goals, and coach them to improved performance;
  • Recognize and deal assertively with poor performers;
  • Recognize and reinforce superior performance;
  • Train people to develop their skills and confidence;
  • Delegate appropriately to people in line with their willingness and ability to accept the challenge;
  • Conduct an effective performance appraisal.

AGENDA

LEADING IN A DYNAMIC ENVIRONMENT

  • Working with a new generation of people.
  • Understanding the need of people in the workplace and helping them to achieve their goals while satisfying the need of the customers and the shareholders.
  • The Mission and Values of your organization.
  • The concept of alignment of actions and corporate goals.

COACHING FOR SUPERIOR PERFORMANCE

  • The sports metaphor.
  • A model for performance improvement.
  • Transferring best practices to your situation.

ESTABLISHING GOALS

  • Being clear about your expectations.
  • The importance of measurement.
  • Modern vs. traditional measurement systems.
  • Linking the mission to the measurement system.
  • Picking critical indicators that benefit all stakeholders.
  • Setting S.M.A.R.T. goals.
  • Getting buy-in to the goals.
  • Planning for improvement.
  • Being clear about who is responsible for performance.
  • Establishing a follow-up schedule.

KEY COACHING SKILLS

  • How and when to monitor performance.
  • The pitfalls of "helicopter" management.
  • Catching people performing at a higher than expected level.
  • How to recognize superior performance the four critical steps of encouraging improved performance.
  • What to do when performance is below expectations.
  • Letting people know you are dissatisfied without killing their confidence.
  • Informal feedback compared to the disciplinary process.
  • The difference between coaching and discipline.
  • The 10 golden rules of effective feedback.

TRAINING YOUR PEOPLE FOR RESULTS

  • Learning and training compared.
  • A road map for success.
  • The 5 steps that will guarantee better performance.
  • Identifying and removing roadblocks to learning.

DELEGATION

  • Why most leaders find this skill so easy to understand, yet so difficult to do.
  • The 5 criteria of the ideal delegate.
  • A 4-step process to delegation.
  • The who, what, when, where and how of delegation.

THE PERFORMANCE APPRAISAL: AN OVERVIEW

  • Why do performance appraisals?
  • Traditional uses of appraisals.
  • Why people get angry about the process.
  • Explanation of the organization's philosophy of appraising performance.
  • Review of your existing system.

THE PERFORMANCE APPRAISAL: AN OVERVIEW

  • Preparation for the interview.
  • Establishing a positive atmosphere.
  • The 5 steps that need to be taken.
  • Making the process a partnership.
  • Aligning the development plan with the business goals.
  • Achieving clarity and summarizing key action plans.
  • Ending on a positive note.