Empower Your Team: Positively Impacting Employee Behavior through Performance Management, Coaching & Counseling
Strategies to Boost Engagement & Productivity by Creating a Thriving Workforce!
Instructor :
Pete Tosh
Webinar ID:
14010
Date: JUL 31, 2024 (THU)
Start Time: 10 am PT
Duration: 90 Mins.
What you will learn
- Understanding the Importance of Performance Management
- Developing a Coaching Mindset, Effective Coaching Techniques
- Performance Appraisals that Inspire Growth
- Techniques for Identifying Employee Development Needs
- Strategies for Constructive Feedback and Communication…
- Understanding the Importance of Performance Management
- Developing a Coaching Mindset, Effective Coaching Techniques
- Performance Appraisals that Inspire Growth
- Techniques for Identifying Employee Development Needs
- Strategies for Constructive Feedback and Communication
- Aligning Employee Goals with Organizational Objectives
- Fostering a Positive Work Environment for Morale & Job Satisfaction
- Managing Common Performance Challenges
- Continuous Skill Development: Embracing Technological Advancements
- Methods for Tracking and Measuring Progress
- Handling Performance Improvement Plans
Course Description
- Do you ever wonder how much more your team could achieve with the right guidance and support?
- Do you ever aspire to inspire and drive change in your organization?
In a perfect work-world, managers would provide their direct reports with continual feedback.
Employee feedback is key today because of the rapid changes occurring in organizations, necessitating that employees continually upgrade their skills. Annual conversations do not meet this need.
However, many managers struggle with the need for ongoing coaching due to the demands on their time, and some lack the required techniques.
Employees used to expect to work for a boss, but today, they want and need a coach. They seek personal and professional development and require help to meet their goals.
Regardless of the strain on their time, better managers know that performance management – including performance appraisals supported by ongoing coaching and counseling – works and is the essence of their jobs as managers.
These better managers know that performance management:
- Establishes and clarifies expectations – research has shown that only half of the employees clearly understand what is expected of them. Effective managers align employees’ expectations with their responsibilities and the organization’s goals.
- Provides employees with feedback on-the-spot – when they most need it to better perform to their capabilities. Employees who agree that their manager provides them with timely and meaningful feedback are about 3 times more likely to be engaged.
- Creates individualized accountability – less than half of employees feel that their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.
Performance appraisals supported by daily coaching and counseling inspire employees to perform to their capabilities, resulting in a win-win-win – for the organization, the employee, and not least, the manager who is building a high-performing team.
Today, we offer you an exclusive opportunity to not only ponder but to gain actionable insights.
- Learn how to effectively manage performance and discover ways to encourage positive behavior.
- We will introduce you to proven techniques to set attainable goals, provide constructive feedback, and stimulate your employees’ motivation.
Join Now!
- Do you ever wonder how much more your team could achieve with the right guidance and support?
- Do you ever aspire to inspire and drive change in your organization?
In a perfect work-world, managers would provide their direct reports with continual feedback.
Employee feedback is key today because of the rapid changes occurring in organizations, necessitating that employees continually upgrade their skills. Annual conversations do not meet this need.
However, many managers struggle with the need for ongoing coaching due to the demands on their time, and some lack the required techniques.
Employees used to expect to work for a boss, but today, they want and need a coach. They seek personal and professional development and require help to meet their goals.
Regardless of the strain on their time, better managers know that performance management – including performance appraisals supported by ongoing coaching and counseling – works and is the essence of their jobs as managers.
These better managers know that performance management:
- Establishes and clarifies expectations – research has shown that only half of the employees clearly understand what is expected of them. Effective managers align employees’ expectations with their responsibilities and the organization’s goals.
- Provides employees with feedback on-the-spot – when they most need it to better perform to their capabilities. Employees who agree that their manager provides them with timely and meaningful feedback are about 3 times more likely to be engaged.
- Creates individualized accountability – less than half of employees feel that their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.
Performance appraisals supported by daily coaching and counseling inspire employees to perform to their capabilities, resulting in a win-win-win – for the organization, the employee, and not least, the manager who is building a high-performing team.
Today, we offer you an exclusive opportunity to not only ponder but to gain actionable insights.
- Learn how to effectively manage performance and discover ways to encourage positive behavior.
- We will introduce you to proven techniques to set attainable goals, provide constructive feedback, and stimulate your employees’ motivation.
Join Now!
Why you should attend
In a 2022 Gallup study, it was discovered that:
” Managers account for at least 70% of the variance in employee engagement scores. A truly impactful manager can stimulate creativity, foster a sense of belonging, and propel their team to higher productivity. This online training is designed to help you become that manager. “
One can easily argue that effective performance appraisals, coaching, and counseling are more important in today’s business environment than ever due to:
- Escalating competition & enhanced customer expectations
- Technological changes requiring continuous skill development
- The need to maximize employees’ potential within lean organizations and have all employees focused on their job and the company’s priorities
- Higher expectations of employees for career development
By attending this online training, you will not only learn to transform your employees’ performance but will also deeply introspect your leadership style.
It’s time to step into the role of a mentor, a coach, a counselor – someone who effectively leads by inspiring change and fostering growth!
Enroll Now!
In a 2022 Gallup study, it was discovered that:
” Managers account for at least 70% of the variance in employee engagement scores. A truly impactful manager can stimulate creativity, foster a sense of belonging, and propel their team to higher productivity. This online training is designed to help you become that manager. “
One can easily argue that effective performance appraisals, coaching, and counseling are more important in today’s business environment than ever due to:
- Escalating competition & enhanced customer expectations
- Technological changes requiring continuous skill development
- The need to maximize employees’ potential within lean organizations and have all employees focused on their job and the company’s priorities
- Higher expectations of employees for career development
By attending this online training, you will not only learn to transform your employees’ performance but will also deeply introspect your leadership style.
It’s time to step into the role of a mentor, a coach, a counselor – someone who effectively leads by inspiring change and fostering growth!
Enroll Now!
Areas Covered
The rationale for and the Anticipated Payback from Performance Management
- Why Performance Management is Necessary for Today’s Business Environment
- The Financial Impact of Performance Management
- The ‘Win-Win-Win’ of Performance Management
Implementing a Performance Management Program
- Three Tools Needed to Facilitate Your Appraisal Program
- How to Utilize Organizational Success Factors & Core Competencies in Performance Management
Ongoing Coaching and Counseling – that Supports Your Appraisal Message
- Why Employees Don’t Do What They are Supposed to Do
- Why do Managers Often Want to Avoid/Put Off Giving Feedback?
- The Fallacy of Putting Off Giving Feedback on Performance
- Five Techniques for Giving Feedback
- The Differences between Coaching & Counseling
- When to Coach & When to Counsel?
- Work Situations That May Require Coaching
- Work Situations That May Require Counseling
Preparing for a Performance Appraisal Interview
- Mutually Establishing and Clarifying Expectations: Objectives and Competencies
- Using S.M.A.R.T. Performance Objectives
- Resources for Establishing and Defining Objectives and Desired Outcomes
- Reasons for Documenting Employee Performance
- Creating Achievement/Incident Files
- Utilizing the F.O.S.A. Performance Documentation Format
- Questions to Ask Yourself When Preparing for a Performance Appraisal
- Useful Information to Gather Before Starting an Appraisal
- 11 Steps to Prepare for an Appraisal Interview
Conducting Effective Performance Appraisal Interviews
- Seven Objectives for the Appraisal Interview
- Performance Appraisal Discussion Starters
- Six Techniques for Conducting Performance Appraisals
- A Performance Appraisal Checklist for Managers:
- Personal Preparation
- Conducting an Appraisal Interview
- Closing the Discussion
- Post Appraisal Follow Up
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
The rationale for and the Anticipated Payback from Performance Management
- Why Performance Management is Necessary for Today’s Business Environment
- The Financial Impact of Performance Management
- The ‘Win-Win-Win’ of Performance Management
Implementing a Performance Management Program
- Three Tools Needed to Facilitate Your Appraisal Program
- How to Utilize Organizational Success Factors & Core Competencies in Performance Management
Ongoing Coaching and Counseling – that Supports Your Appraisal Message
- Why Employees Don’t Do What They are Supposed to Do
- Why do Managers Often Want to Avoid/Put Off Giving Feedback?
- The Fallacy of Putting Off Giving Feedback on Performance
- Five Techniques for Giving Feedback
- The Differences between Coaching & Counseling
- When to Coach & When to Counsel?
- Work Situations That May Require Coaching
- Work Situations That May Require Counseling
Preparing for a Performance Appraisal Interview
- Mutually Establishing and Clarifying Expectations: Objectives and Competencies
- Using S.M.A.R.T. Performance Objectives
- Resources for Establishing and Defining Objectives and Desired Outcomes
- Reasons for Documenting Employee Performance
- Creating Achievement/Incident Files
- Utilizing the F.O.S.A. Performance Documentation Format
- Questions to Ask Yourself When Preparing for a Performance Appraisal
- Useful Information to Gather Before Starting an Appraisal
- 11 Steps to Prepare for an Appraisal Interview
Conducting Effective Performance Appraisal Interviews
- Seven Objectives for the Appraisal Interview
- Performance Appraisal Discussion Starters
- Six Techniques for Conducting Performance Appraisals
- A Performance Appraisal Checklist for Managers:
- Personal Preparation
- Conducting an Appraisal Interview
- Closing the Discussion
- Post Appraisal Follow Up
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Everybody benefits from watching this. Even better when done as a group!
- Human Resources Managers/Directors
- Talent Development Managers/Directors
- Training and Development Managers
- Performance Management Specialists
- Leadership Development Managers
- Employee Relations Managers
- Organizational Development Managers/Directors
- Team Leaders/Supervisors
- Department Heads
- Senior Managers/Executives
- CEOs and Business Owners
Everybody benefits from watching this. Even better when done as a group!
- Human Resources Managers/Directors
- Talent Development Managers/Directors
- Training and Development Managers
- Performance Management Specialists
- Leadership Development Managers
- Employee Relations Managers
- Organizational Development Managers/Directors
- Team Leaders/Supervisors
- Department Heads
- Senior Managers/Executives
- CEOs and Business Owners
Instructor Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Maximizing Leadership Effectiveness
- Strategic Planning
- Implementing Strategic HR Initiatives
- Enhancing Customer Loyalty
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac.
Pete is co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.
