Performance management
This programme will enable learners to inspire performance excellence in self and others by creating the climate for excellence and influencing people in the context of a collaborative, yet challenging relationship.
Level
Programme is appropriate for learners at entry, intermediate and advanced levels.
Objectives
- To understand the potential for outstanding performance
- To appreciate how we learn and the challenge of behaviour change
- To understand and engage in the appraisal process
- To develop skills in performance coaching
- To create the climate for performance through an emotion contract
- To build confidence in coaching through demonstrations and simulations
Process
Your Experiences – Share personal experiences of outstanding performance – what made the performance outstanding? what did it feel like? what was the underlying motivation? Discussion – identifying key themes / insights.
Outstanding Performance – Case studies. Mean by outstanding performance. Outstanding vs. average performance. Motivators that drive excellence. Emotional journey of outstanding performance – EI. Success breeds success.
Achieving Excellence – Identify key ingredients – future vision, goals, objectives, milestones, incentives, monitoring performance, assessment, feedback, praise / recognition, support and challenge.
Leading Excellence – Achieving excellence with self and others. Leading by example. Different styles of leadership – directive, visionary, affiliative, collaborative, pace setting and coaching. Self-assessment. Implications.
Appraisal Process – Mean by an appraisal. Understanding the process. Diagnosing unacceptable performance. Setting objectives. Formulating PDP.
Learning & Change – How we learn and difficulties with changing behaviour – comfort zones, habit, conscious choice through self-awareness.
Learning Styles – Approaches to learning – activist, reflector, theorist, pragmatist. Self-assessment. Implications for performance management. Flexing style.
Coaching for Performance – Principles of high impact coaching. Learner-centric approach through questions that make people stop and think. GROW process – goals, reality, options and will. Coaching skills – questioning, listening, rapport and feedback. Creating the climate for outstanding performance.
Coach as Communicator – Defining communication. Maximising personal impact – 3Vs model (verbal, vocal, visual). Advocacy vs. enquiry.
Building Relationships – Relationships for performance. Emotional contract – EI. Johari Window – building trust and credibility.
Transactional Analysis (TA) – parent, adult and child ego states.
Feedback on Performance – Feedback that supports and challenges. Providing emotional support. Feedback that has an emotional impact. Flexing feedback to match different character types – activist, reflector, theorist, pragmatist. Motivation.
Coaching the Team – Strategy for coaching the team with different needs – new comers, steady-eddies, high flyers, poor performers. Dealing with difficult people. Willing vs. able matrix. Coaching cultures. Building the team.
Practical Application – Live demonstrations of performance coaching to model behaviours / techniques. Practice learning through a variety of simulations.
Options
Programme can be adapted as a 1 or 2 day workshop for approx. 8 to 10 learners, with 1 or 2 facilitators, with the possibility of using professional role players.