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Performance Management Development Modular Performance Management Training The Modular Performance Manager Programme is designed:
- To enable Managers to adopt the best practice of performance managers the programme is based around a Performance Management framework to enable the Manager and team member to answer the following questions:
- What is the purpose of my job?
- What am I here to do?
- What are the business goals and objectives?
- How well do you need me to do it?
- How well am I doing it?
- How can I improve?
- What else can I do?
- Planning Performance
- To enable Managers to identify higher standards of performance and high performance behaviours - this can improve the level of performance the Managers team can aim for and reach.
- To enable Managers to set and gain agreement to stretching targets and goals - this can convert aims into goals and enable Managers to get buy-in to improved performance.
- To communicate expectations, rewards, pay-offs and consequences - this can enable Managers to possess gravitas and power in ensuring teams understand what is at stake when raising performance.
Managing, monitoring and measuring performance
- To enable Managers to delegate using a 7 step process that avoids the common reasons for NOT delegating - this can help Managers to stop believing they are the best person to do the job and they will do it quicker. It will increase the trust in others and the allocation of jobs thus improving workload management and development.
- To enable Managers to monitor without watching over the teams shoulder - to adopt observation and monitoring techniques with the agreement of the team that build and do not shatter confidence.
- To develop the ability to create and implement performance measures - to enable Managers to pinpoint performance, highlight improvement areas and maintain control and focus on performance improvement.
- To develop powerful motivation techniques - to pinpoint how to get the best out of people and to encourage regular and powerful praise and recognition.
Reviewing performance
- To effectively appraise performance and avoid the pitfalls by :
- Preparing the appraiser and appraisee
- Setting objectives for the appraisal
- Objectively and fairly reviewing performance
- Outlining the route forward - the map
- Setting challenging and achievable targets
- Identifying and agreeing training needs
- Recording and agreeing outcomes
- Reviewing and updating
- Recognition and reward
- To give useful and timely feedback in a structured two way approach using the C.R.I.S.P. feedback process - to identify the difference between motivational and developmental feedback and to give the team member clear direction to encourage the best behaviour and to guide their development.
Developing performance
- To enable Managers to coach their team member in a directive, supportive, collaborative style to help them become self-sufficient and motivated in their ongoing development and performance improvement - to ensure Managers can use the right style and approach for the right person to maximise the realisation of their team members potential.
- To develop high performance coaching techniques - to address resistance to change, to accelerate development and maximise performance in the face of adversity.
Resolving problem situations
- To enable Managers to assertively address difficult situations - to head off potential conflicts and crises.
- To develop an understanding of conflict management modes - to apply the most appropriate and effective technique to address conflict and encourage co-operation and collaboration.
To read more about the content of the Modular Performance Management Programme please click here.
For any further information, or to book a course, please contact us or call 01903 817930