Continual Performance Management Conversation

CONTINUAL PERFORMANCE MANAGEMENT CONVERSATION

Duration:
2 Days

Introduction:
In the ever-evolving landscape of today's business environment, the once-reliable traditional annual performance review has proven inadequate. It has become evident that organizations must adapt and evolve their approach to performance management to stay competitive and relevant.

In response to this need, forward-thinking organizations are wholeheartedly embracing a paradigm shift towards continual performance conversations. These ongoing dialogues represent more than just a trend; they are the cornerstone of fostering growth, engagement, and enduring success within the workplace.

Through this program, you will not only gain insight but mastery over the essential skills and strategies necessary to navigate these conversations adeptly. These conversations will empower your employees by providing them with timely feedback, align their goals with the organization's vision, and catalyze a culture of constant improvement.

Learning Objective:
To provide powerful tools to improve conversation with subordinates in performance management conversation.

Who Should Attend?
All people managers.

Learning Outcome:
At the end of the session, participants should be able to create a powerful conversation with subordinates through coaching, feedback and expectation alignment.

Course Outline:
Module 1: Fundamentals
•            What is Performance Management?
•            The New Approach
•            Why is it important to drive the intention of the team?

Module 2: How To Drive Performance
•            How is motivation related to psychology?
•            How to improve motivation through engagement?

Module 3: Communication Alignment
•            Different perspectives.
•            Importance of message clarity in communication.
•            How to address misperception?

Module 4: Trust in TEAM
•            Trust is the fundamental of a high-performance team.
•            What leaders do to create a belief for the team.
•            Three elements of trust.

Module 5: Do's and Dont's in Performance Conversation
•            Misconception of most people managers.
•            What to focus on during a conversation?

Module 6: Use Coaching Questions in Performance Conversation
•            Why is coaching important?
•            Integrate coaching questions into driving performance.

Module 7: Feedback
•            Why is feedback important?
•            How to complement feedback with coaching?

Module 8: Reflection
•            Summary and reflection for improved self.

Methodology:
Experiential-based learning with hands-on activities using real-life examples, breakout room discussions, and group sharing.