Many managers avoid feedback conversations due to the confrontation. However, if staff don't hear there is a problem, they assume everything is fine. Setting performance expectations, giving feedback and driving accountability is critical for a performance culture in any organisation.
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What you'll learn:
Identifying Performance Problems
Why everyone is responsible for managing performance
What you need to assess and give feedback about
Benefits of managing explicit expectations
Signs that a performance problem is developing
Dealing with performance deviation
When to address poor performance
Why managers fail to deal with performance problems
Facilitating performance improvement
Giving Feedback and Improving Performance
Giving feedback - your strengths and weaknesses
Positive and corrective feedback
Overcoming resistance to feedback
Dealing with unresolved history and taking it personally
Managing emotions when giving feedback
Guidelines for planning effective behavioural feedback
Avoiding common pitfalls
Consequences - selling the need for behavioural change
Why people don't do what they are supposed to
How to receive feedback - don't you take it personally
Having the performance conversation - setting the course for action
Motivating satisfactory performance
Identifying positive performance - put the 'praise' back in 'appraise'
Establishing a framework for staff expectations
Employee participation in setting goals
Providing the necessary follow-up action
Who should attend:
This training is perfect for new team leaders up to senior managers.
3-hour interactive Zoom workshop – join details provided upon registration
Participants need access to PC/Laptop with speakers, microphone and webcam
Scott is a registered psychologist with a solid background as an educator. He has worked as a lecturer in psychology, behavioural science and research at the Universities of Sydney and Western Sydney. Lecturing for 6 years at both undergraduate and postgraduate levels, Scott specialised in the disciplines of health and social psychology. His expertise includes such areas as leadership, teams and group dynamics, communication and body language, persuasion techniques, stress, and workplace satisfaction.
Since 1999, his work in the corporate sector has spanned the spectrum from industrial psychologist to corporate trainer. In 2004 he became a certified Master Coach in Behavioural Coaching and continues to coach both individuals and teams at all levels within the companies with which he works.