Managing people for peak performance is a skill that can be learned. Our course equips participants with the tools to set clear standards, manage expectations effectively, and ensure accountability, thereby shaping outstanding professionals. People differ in their needs and responses; while some resist direction, others embrace it. Tackling sensitive issues can be particularly challenging, and tailoring your approach to individual needs is not only difficult but also rewarding when executed well.

In this course, participants explore the implications of underperformance and explore various strategies, including roadmaps, frameworks, feedback models, and tools for work allocation and effective recruitment. They will learn the art of coaching, transforming their teams into highly productive professionals.

Through this course participants will develop the skills and knowledge to:

• Explain how and why people work and how to improve job performance
• Design performance management processes to ensure consistency with the objectives of your organisation
• Plan and deliver employee feedback and on-the-job coaching to improve performance and confirm excellence in performance
• Identify and plan learning and development to cater to employees needs
• Apply techniques to address underperformance and engage people in their roles.

Understanding Performance

• The importance of performance
• Two formulas for performance
• Major causes of performance issues

Defining and Allocating Work Effectively

• Understanding the plans in the organisation
• Performance standards
• Job or position description
• Performance objectives
• Allocating work

Conducting Performance Management

• Planning for performance management
• Elements of the performance management cycle
• The self-appraisal
• Use of ratings
• Performance management discussion
• Documenting performance
• Manage follow up
• Reinforce excellence in performance
• Monitor and evaluate performance

Providing Feedback

• Feedback models
• Feedback tips
• Giving difficult feedback
• Judgmental and behavioural feedback

Facilitating Performance Improvement

• Continued under/poor performance
• Performance improvement plan
• Coaching
• GROW coaching model

Coordinating Learning and Development

• Learning and development in individuals and groups
• Benefits
• Learning and development plan
• Deliver learning and development plans

Reflection and Action Plan 

Costs and group limits may vary.
Minimum group size: 10

Maximum group size: 16

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