Continuous Performance Management Training for Your Employees
Workshop content is delivered in short modules of 45 – 90 minutes, depending on the program. Sessions are experiential. A concept is shared, tried during the session, and ends with instructions on applying the skills and tools back on the job. The learning sticks because it aligns directly with your organization’s performance management process.
We assume that our managers will follow the advice to “provide feedback early and often. In reality, most conversations focus on day-to-day operations (work results, status updates, resolving issues, projects, etc.). These discussions are critical, but we rarely get direct feedback about what we're doing well and should continue and what we can do to improve and develop. The good news is that you don't need to wait passively for feedback. The key is asking the right questions. Use the skills and tools in this workshop for in-the-moment conversations or use the quick yet more structured 10-Minute Questions Conversation.
The next step is setting them up for success with the skills, tools, and a simple process.
The key to self-directing performance and potential is asking the right questions to uncover helpful information. Even when we tell our managers to give feedback early and often, employees shouldn't wait passively for information, hoping that people will be forthcoming.
We've been running this program for more than ten years (see participant feedback).
This program prepares your employees to self-manage their performance to support short and long-term performance goals, development, and career aspirations.
Discover how everyday work interactions can offer the best opportunities for on-the-spot insights by learning how to ask thoughtful questions of managers, colleagues, and anyone you support and interact with at work.
Learn the difference between feedback about past actions and insight (expanding your perspective by asking questions about what's working now and ideas for future contributions and improvements). Choose the approach that works best for you based on the situation and your preference.
Strengthen your communications with your manager with ongoing two-way conversations about your performance priorities, skill development, work interests, and your progress. Learn a framework for brief one-to-one discussions with your manager to recognize accomplishments. strengths and near-term areas of focus. Ongoing conversations about what's working now and how to be even more effective moving forward (versus annual reviews that look backward).
Learn how to pre-select questions to ask your manager to gain clear answers and insight about your: accomplishments, positive impact, short and long-term professional development interests, and your most immediate work priorities and action items.
Use Two Visual Models to understand your current and planned performance, professional interests, and career direction. Learn how to advocate for on-the-job opportunities to gain new skills and experiences to pursue short and longer-term development interests.
This is not your typical training program where you hope participants will use the workshop's skills and tools. Participants implement the newly learned skills and tools through the 10-Minute Questions Conversation (10MQ). The 10MQ reshapes communications between managers and employees based on two-way flexible, informal, yet structured conversations.
You'll learn how to think about your performance more holistically and see the connection between work results, day-to-day actions, and your career aspirations.
By asking the right questions of the right people you'll know where you stand. You'll know what strengths to leverage and where to tweak your performance.
We offer tools and training to show your managers and employees how to have candid, productive conversations about performance, expectations, and potential. Your managers will be able to confidently assess performance, identify areas for improvement, and know what to say, assuring they will give feedback early and often.
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