| Course Overview | Building people and performance capability within organisations is essential for optimising the bottom line. This starts with getting buy-in to a high performance environment, and creating a performance partnership with staff, where they drive for performance improvement and are motivated to self-manage and correct.
Feedback from our last session:
- “A must for all staff with management responsibilities to assist them in gaining the knowledge and confidence in addressing non performance and giving clear performance feedback.”
- “Learnt a lot by listening to the facilitator giving examples of phrases to use with staff.”
- “I realised why staff behave the way they do and how to change their performance with my approach."
- "I got more out of the first 90 mins of this training than I got from a performance management course I attended."
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| Designed For | Anyone with responsibility for the performance of others.
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| Key Subject Areas | - Introduction: the performance context for interactions
- The workplace context: Responsibility versus Dependence
- The optimum performance context
- Performance planning
- Adult-Adult ‘How To’s
- Making performance expectations “common”
- Key performance factors
- Performance monitoring
- Adult-Adult performance assessment
- Application practice
- Application planning
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| Learning Outcomes | - Realise why some staff expect management to drive performance
- Know how to create an environment of self management
- Know the impact of this on people working to their potential and the business achieving its goals
- Know what approach can trigger dependence
- Know how to change people from the dependent to the self-managed approach
- Be able to plan for high performance, track and monitor progress
- Have new, more helpful assumptions about performance feedback and how to make it easy
- Know how your attitude to a person’s performance affects how you give/how they receive feedback
- Be able to increase the value of feedback conversations for both parties
- Know words to use and to avoid and questions to prompt self-management
- Have a fresh view of your role and what you can do to have more impact on performance of others
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