Powerful Performance Management Skills For Leaders

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

What you'll 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.
Master the skills needed to conduct an effective performance improvement discussion when wanting an employee to improve behaviour and/or performance.
Understand the performance management cycle and how to implement each of the sequential steps.
Gain valuable insights to help you better understand and coach your staff
Become aware of the hidden pitfalls that managers often fall into that create staff discontent
Learn how to avoid these hidden pitfalls
Enjoy less conflict, less mistakes, less tardiness and absenteeism
Decreased apprehension regarding the often ‘dreaded’ annual review
Easily identify training gaps
Delight in having your staff achieve their performance targets
Happier staff
Greater team work
Improved employee engagement, motivation and productivity
Enjoy greater respect from your peers
Decrease in personnel related costs thanks to increased staff retention
Achievement of department objectives
Shareholders may benefit financially
All up, less stress, and more success!
Requirements
Ideally, you are in a leadership position, however this is not a pre-requisite for taking the course.
Description
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: IntroductionI 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 knowledgeand expertise in this area.Section 2: Progressive Performance ManagementPerformance 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 componentsof the performance management cycle and what’s involved in implementing this vital management process.Section 3: Ongoing Communication: Your Essential Performance Management ToolCommunication 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 ClarityOne 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 InsteadEffective 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 intothe 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, whilehighlighting 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 MotivationPraise 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 SignsSo, 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 toidentify these warning signs and and take immediate steps to act upon them.Section 8: Diagnose and Address the True Cause of Behaviour and Performance IssuesDon’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 ofbehaviour 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 alsoshare 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 includesvaluable 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 SkillsAs an effective leader you should have excellent interpersonal communication skills. However, despite the best of intentions, managers sometimes create situations where their approach to performancemanagement 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 performancemanaging 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 ActionGather 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 yourdetailed 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.

Overview

Section 1: Introduction to Course

Lecture 1 Welcome

Lecture 2 Course Overview

Lecture 3 So Many Benefits

Lecture 4 Meet Your Instructor

Lecture 5 Housekeeping Notes And Your Workbook

Lecture 6 Exercise Section 1

Section 2: Progressive Performance Management

Lecture 7 Helping Staff Succeed

Lecture 8 What Is Performance Management?

Lecture 9 Setting Clear Objectives

Lecture 10 The Performance Management Cycle

Lecture 11 It's Time To Plan Performance.

Lecture 12 Track Progress And Evaluate Performance

Lecture 13 Mid-Year Review

Lecture 14 Continue To Track Progress

Lecture 15 Yearly Review

Lecture 16 Your Section 2 Exercise

Section 3: Ongoing Communication Essentials

Lecture 17 Your Essential Performance Management Tool

Lecture 18 Be Accessible To Your Staff

Lecture 19 The Importance Of Informal Communication

Lecture 20 Formal Communication

Lecture 21 Performance Managing Home Based Staff

Lecture 22 Personalities And Understanding What Makes People Tick

Lecture 23 The Dangers Of Favouritism

Lecture 24 It's Story Time!

Lecture 25 Your Section 3 Exercise

Section 4: Delegation Failures - And What To Do Instead

Lecture 26 Don't Mismanage!

Lecture 27 Your Delegation Step-by-step Guide and More

Lecture 28 Delegating These Tasks Is A No-No

Lecture 29 Possible Causes Of Issues

Lecture 30 The Moral Of The Story

Lecture 31 Your Section 4 Exercise

Section 5: The Importance of Clarity

Lecture 32 Being Clear Is Vital

Lecture 33 How Clearly Do You Communicate?

Lecture 34 Support Clarity With Systems

Lecture 35 Your Section 5 Exercise

Section 6: Staff Motivation

Lecture 36 Staff Motivation

Lecture 37 Motivating Your Team

Lecture 38 How Do You Feel?

Lecture 39 Reinforcers

Lecture 40 Recognition Options For The Modern Workforce

Lecture 41 Your Section 6 Exercise

Section 7: Pay Attention to the Warning Signs

Lecture 42 Nip The Issue In The Bud

Lecture 43 Potential Red Flags

Lecture 44 Your Section 7 Exercise

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

Lecture 45 Proper Diagnosis Is Essential

Lecture 46 Potential Underlying Causes

Lecture 47 Put The Spotlight On Yourself

Lecture 48 Ask The Right Questions

Lecture 49 Unintentional Demotivation

Lecture 50 Your Section 8 Exercise

Section 9: Constructive Feedback Framework

Lecture 51 Constructive Feedback -Preparation

Lecture 52 Constructive Feedback Guide

Lecture 53 Constructive Feedback - Steps 1 and 2

Lecture 54 Constructive Feedback - Steps 3, 4, 5, and 6.

Lecture 55 Your Section 9 Exercise

Section 10: Critical Interpersonal Communication Skills

Lecture 56 The Art Of Questioning

Lecture 57 More Interpersonal Communication Guidelines

Lecture 58 Your Section 10 Exercise

Section 11: It's Time For Action

Lecture 59 Putting It All Together.

Lecture 60 Your Action Plan

This course is intended for those in management who are wanting to become skillful at minimizing performance and attitude problems and also developing a committed top performing team.