Managing performance
guiding talent towards achievement
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The idea of this programme came from a rather sobering observation: while most organisations have elaborated a (sometimes very sophisticated), performance management process, employees are more than doubtful about its added value: two thirds believe it never or rarely leads to… increased performance! A quarter believes it is bureaucratic and time consuming. Great intention, poor implementation.
This training programme departs from a simple yet revolutionary perspective on performance management: what if the main talent of managers was not only to “judge, control or evaluate” their employees’ achievements, but to empower them to own – and so grow - their personal performance and personal performance path? Seeing the concerned as active contributors rather than passive actors, participants will learn how to install the sustainable bases to lead a powerful performance process with their employees and teams.
Managing performance
guiding talent towards achievement
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Benefits :
- Master target setting and conduct impact level agreement sessions
- Monitor performance throughout the year: implement the appropriate dashboard/KVS for your team and act on it!
- Conduct truly effective performance reviews at team and personal level
- Coach to maximise strengths and remedy underperformance, acquiring and using the best tools available.
Managing performance
guiding talent towards achievement
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Block 1: Investing in mutual expectations – 1 day
> Engaging individuals
- From organisation to team, from team to individual
- Objective, direction and targets
> Triggering talents, being fit for success
> The performance management process
- Set up to fail?
- Rights & obligations
> Challenging self knowledge, the key for adjustment
Block 2: Coaching - your year-round activity – ½ day
> Managing versus coaching: what are the differences?
> The evolution session: the attention needed to progress
> Praise, celebrate and adjust Block 3: Result review and preview – ½ day
> Objective versus result? What to measure, what to conclude?
> Learning from success, and reinforcing it - Learning from failure, realigning for future success
Block 3: Result review and preview – ½ day
> Objective versus result? What to measure, what to conclude?
> Learning from success, and reinforcing it - Learning from failure, realigning for future success
Managing performance
guiding talent towards achievement
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> Small groups: each group is comprised of between ten to twelve participants, depending on the host country, in order to ensure proper conditions for genuine individual development.
> Role plays and practical exercises: our teaching method stimulates self-knowledge, promotes awareness and leads to long-term behavioural change.
> Sequential: the training process involves 3-5 weeks’ application on the job between training days, allowing each participant to integrate the content long-term, and to take ownership of it in the form of new attitudes.
> Feedback: at the beginning of the day, each participant presents his or her feedback based on the concrete results achieved. The successes and/or difficulties are then analysed and commented upon, and the learning points transformed into a new action plan. The training day continues with new modules, according to the same process.
Managing performance
guiding talent towards achievement
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