Overview
Course duration: 2 days.
This practical two day course will provide delegates with the essential skills and knowledge to manage and motivate other people to achieve their best performance.
You will explore the link between high performing individuals, teams and their business. You will develop your feedback skills, handling difficult or demotivated people and learn to celebrate success.
Is it right for me?
Suitable for line managers who have performance coach responsibilities (evaluating and managing others’ work) and need to help people achieve their potential.
What will I learn?
By the end of this course you will be able to:
- Understand the link between effective performance management and business results.
- Monitor and measure performance against agreed goals.
- Run regular appraisal meetings to encourage staff to reach agreed goals and pick up any development opportunities.
- Confidently deal with difficult performance issues positively for all involved.
- Recognise when to give formal and informal motivational feedback.
Pre-course Activity
You will be asked to think about the way appraisals and performance is currently handled in your workplace, what you like and dislike and specific situations you would like to discuss on the training course.
What will it cover?
The Value of Performance Management
- Defining performance management - what it is and why it matters
- The benefits of effective performance management
- Looking at common reasons for underperforming
- Exploring your role as a performance manager and coach – how to get the best from others
- Setting clear expectations, SMART and behavioural objectives
Managing and Motivating for Individual Performance
- The link between motivation and performance including practical approaches for managing differing performance levels
- Identifying your personal leadership and coaching style
- Changing your personal leadership style to get the most from the individual performer
- Improving and Developing Performance
- What to do when the performance plan doesn’t work
- Creating and implementing opportunities for learning based on personal styles
- Praising and celebrating good performance
- The performance coach – spotting opportunities and keeping it informal and positive. Celebrating success
- Monitoring and evaluating performance (gathering performance data and evidence)
- Providing clear and motivational feedback on a regular basis to improve individuals’ daily performance
- Encouraging self-appraisal and review
Managing Under-performers
- Identifying what constitutes poor performance
- Handling difficult people in a fair and confident manner – encouraging them to find solutions and take ownership
Personal Development
- Formulating an action plan
Further courses to consider
Coaching for Results
Conducting Successful Appraisals and Reviews
Trainer Profile
Dan Drury
Effectively managing performance is a fundamental requirement of a good manager but that doesn’t mean that it is easy to do. A lot of delegates concerns centre around saying and/or doing the wrong thing, particularly when managing underperformance and I really enjoy helping people to overcome these worries.
I use real examples to simplify some of the standard tools and make them really accessible to you. You will leave the course with the confidence to deliver quality feedback, set effective objectives (including behavioural objectives) and flex your management style in order to coach people. And that’s just the start!
The Faculty
Along with Ian Sanders, Phil McKew and Matt Plant, Dan Drury is part of the dedicated faculty team who will deliver this course. The initials next to each date below indicate which trainer is scheduled to deliver which event.
View our trainers' profiles.
Recent delegates have said
"I really gained a lot from this course - great trainer and great facilities."
Testimonial
Aggie Cooper, Career Development Department
Spol
I found this course one of the best that I have attended at Hemsley Fraser. The techniques used to identify areas for improvement, ability and enhancement of skills was particularly useful. I have used the GOAL concept since that time and this concept was also used at an international conference in the UK that I had attended in March 2008. The psychology aspect of the exercises, role playing and putting oneself in another's position was quite interesting. I also felt the course benefited most of the participants in some way or another, in recognising how difficult situations can be overcome, reflect on all those concerned and how managing others and indeed yourself could enhance and produce a healthier, happier working environment. Thank you.