Performance Management
(120.005)

 The objectives for this session are listed below. Class may be taken separately or as part of the Certificate of Supervision.

Learning Objectives Why Focus on Performance? Performance Management Benefits to the Supervisor Benefits to the Employees Motivation The Transition from Loss to Gain The Definers of Gain Recognition Motivation Checklist What do people want from their jobs? Beyond the Paycheck 11 Guaranteed Ways to Kill Motivation The Critical Morale Influencers A Leader’s Impact on Performance Two Drastically Different Leadership Attitudes   How Employees Assess Managerial Effectiveness The Keys to Turning around Poor Performance The Root Causes of Performance Problems Twelve Questions to Assess the Root Causes of Poor Performance Performance Management Performance Management Components Clarifying Performance Expectations Tasks Relationships Performance Expectations Case Study 1 – Ron Miller Case Study 2 – Heather Pierce Insights and Applications

Remember the Performance Management Cycle? Developing Skill and Confidence as a Performance Coach Coaching and Counseling:  Definition Coaching Components Competent Coaching Coaching Reluctance Clear Identification Root Causes of Performance Problems Effective Communication Eight-Step Coaching Model Measurement and Accountability Feedback Coaching Pitfalls to Avoid Focus on Training Training Effectiveness The S.E.T. Training Model Effective Performance Feedback:  the Basic General Guidelines for Success Providing Effective Performance Feedback Behavior Checklist    Behavior-Focused Feedback Knowing How to Give Feedback Knowing How to Receive Feedback Performance Appraisal Realities Getting the Most from Your Performance Evaluation Process Effective Performance Documentation Before Confronting the Employee About Performance A Step-by-Step Guide for Addressing Behavioral Problems Insights and Applications