About the training
Businesses increasingly have to adapt themselves to exponential levels of change in the world today. One key area that they particularly need to focus on now in this process is performance management. Performance is believed to be at least 90% of management but companies have struggled to develop effective systems that really do make a difference in terms of improving individual performance. For example, the traditional, annual performance appraisal has for some time been seen as not fit for purpose in today’s fast moving, more dynamic world that we live in. Led by some the world’s largest and most successful businesses – Microsoft, Google, Netflix for example – there has been nothing short of a ‘revolution’ in approach and mindset to this whole issue. They have dropped the ‘empty ritual’ of the annual appraisal along with the over complicated systems it often involves like ratings and attempts to measure performance in very detailed ways. They’ve replaced it with simpler, more informal processes that focus on agility and shorter-term targets supported by regular ‘check in’ style meetings. These ‘conversations’ are seen and used as much more straightforward coaching and mentoring opportunities to develop their people and improve performance. Another good example of this approach is Accenture’s ‘continuous feedback culture.’ Why have these businesses decided to ‘revolutionise’ the way they manage performance? Simply because it works! It has proven enormously successful in increasing levels of engagement (a critical measure in today’s ‘war for talent’) and created a much more productive workforce. This course will provide you with all the practical tools, techneques and ideas that you need to design and implement this type of step change improvement in your performance management process. It will also help you to develop the essential skills required to manage performance conversations more effectively.
Improve your understanding the strategic changes that the world’s most successful, global businesses have pioneered in designing their new, performance management systems
Identifying what works well in performance conversations and what doesn’t
Developing the four, critical, core skills required to manage a performance conversation successfully: giving and receiving feedback, having good questions, listening and coaching skills
Creating your own Performance Management Action Plan
How the annual appraisal has been transformed to improve performance and increase engagement
The importance of Goal Setting in improving performance
Goal Setting - How can you do it more effectively?
What works in performance conversations and what doesn’t?
Understanding the four, key skills required for an effective performance conversation?
Performance conversation role - plays to improve your practical skills
9 ‘top tips’ on how to improve the whole PM process
Constructing and presenting back your Performance Management Action Plan
And Finally! What does the future hold as far as managing performance is concerned?
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