Powerful Performance Management Skills For Leaders

Powerful Performance Management Skills For Leaders

If you are struggling to deal with unacceptable performance or behavioural issues, if you dream of a committed and motivated, top performing team, then this course if for you.

Not only does this course address how to successfully engage, evaluate, provide feedback, encourage, and motivate staff to maximize their productivity via effective performance management, this course also teaches valuable strategies to identify and minimize performance problems, and better still – how to avoid them happening in the first place.

The course includes quizzes so you can test your understanding of the course content, a tip at the end of each of the sections, plus exercises and an Action Plan.

Section 1: Introduction

I provide you with an overview of the course, highlighting the many benefits – the short and long-term payoffs - of effectively performance managing your staff. I also share a little about myself and my knowledge
and expertise in this area.

Section 2: Progressive Performance Management

Performance management. What is it? What’s involved? What are the benefits? Well, you are about to find out. In this section you will gain an understanding of what performance management is, the key components
of the performance management cycle and what’s involved in implementing this vital management process.

Section 3: Ongoing Communication: Your Essential Performance Management Tool

Communication plays a vital role within the effective performance management cycle. Learn what percentage of your time you need to communicate, how to go about doing this and what you must avoid at all costs, what steps to take so that your staff understand your motivation., and how to apply this approach with home-based staff. Use these tools to evaluate staff performance, identify where improvements need to be made, foreshadow brewing problems -both performance and behavioural issues - and nip them in the bud before they escalate.
Section 4: The Importance of Clarity

One of the main reasons employees fail is because they are unclear about their roles. There are a number of things you can do to ensure your expectations are crystal clear. Learn how to ensure that your messages are clearly understood by your team members.

Section 5: Delegation Failures - And What To Do Instead

Effective delegation is one of the many skills that play a powerful role in performance management. In this section I highlight some of the common delegation mistakes made by managers, so that you don’t fall into
the same trap. Get it wrong and you will be doing more harm than good. You will be provided with a list of tasks that are inappropriate to delegate. Another list details the steps for effective delegation, while
highlighting which one’s are often overlooked by managers. Fall into either of these traps and you may be inadvertently creating a rod for your own back in terms of unacceptable staffing issues.

Section 6: Harness The Power Of Staff Motivation

Praise is a highly effective employee recognition tool that also helps to reinforce desired behaviours. Workers thrive on being appreciated and praised. When you express appreciation for good work, and motivate you staff with performance incentives and rewards you will be rewarded with a committed, enthusiastic, and top performing team. It sounds simple enough, doesn’t it, but get it wrong and you will do more harm than good. You will learn the do’s and don’ts that are crucial for effective performance management.

Section 7: Pay Attention to the Warning Signs

So, you are doing all the right things, you’ve set achievable objectives for your staff, you are monitoring their progress, making yourself available, rewarding effort and achievements. Unfortunately, this is does not guarantee the absence of poor performance or unacceptable behaviour. Undesirable behaviour and poor performance usually go hand in hand with warning signs. In this truly valuable lesson you will learn to
identify these warning signs and and take immediate steps to act upon them.

Section 8: Diagnose and Address the True Cause of Behaviour and Performance Issues

Don’t just deal with the symptoms, because if you do, improvements will probably only be short term, and they will re-surface again down the track. What you need to do is drill down and diagnose the true cause of
behaviour and performance failures. Do this, and then address the core issue. Learn which communication skills will aid you in identifying the underlying factors, including the right questions to ask. I will also
share numerous core reasons for many of the staff performance challenges and poor attitude, that managers have to deal with.

Section 9: Constructive Feedback Framework

Access your step-by-step guide for giving feedback to your employees with the aim of changing problem behaviour or to improve performance. This section walks you through each of these steps and also includes
valuable phrases to use when you need to clarify and probe to get the employee to open up instead of clamming up.

Section 10: Interpersonal Communication Skills

As an effective leader you should have excellent interpersonal communication skills. However, despite the best of intentions, managers sometimes create situations where their approach to performance
management has negative consequences. Sometimes, staff can become defensive. They may feel that they are being interrogated, attacked, criticized, intimidated, put down, and more. Essential to performance
managing staff, is addressing performance problems without upsetting the employee. Learn skills to be adept at questioning and have the employee engage in conversation in a positive and constructive manner.

Section 11: It’s Time for Action

Gather together all strategies, tips, guidelines, that you have taken on board during this course, and review your answers to the exercises you were invited to complete. These will form the foundation for your
detailed Action Plan that is available for download and completion.

Once your Action Plan has been completed, there is only one final step, which is… TO TAKE ACTION. Put into action what you have learned and you will be rewarded with less conflict, less stress, and a positive,
motivated, and high performing team.

Learn skills to reduce staff behavioral and performance issues and motivate staff to maximize their productivity

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What you will learn

• Please note that the following outcomes vary from manager to manager, depending on individual circumstances.
• Develop the knowledge to identify brewing issues that, if unchecked, could escalate.
• Nip performance and behavioural issues in the bud and prevent them from escalating.

Rating: 4.59615

Level: Intermediate Level

Duration: 2.5 hours

Instructor: Silvia Wright-Davies