Managing Others Training Course

Duration: 3 Days

How am I doing? To us that question sums up the purpose of performance management: To let people know how they’re doing, give them useful feedback and ensure they are working as effectively as possible.

This is different from the appraisal process, which generally happens once or twice a year and is more a summary and overview of a person’s progress and development.

With performance management, the focus is upon a person’s day to day effectiveness. Specific goals are agreed, workload is determined and expectations are set. This way potential difficulties can be dealt with as they occur.

When people are well managed they feel aligned, committed and motivated. Their needs and wants are being considered, their individual ways of working are being accommodated and their contributions are acknowledged.

That’s performance management!

Course Aim

This programme covers all the essentials and tools managers have at their disposal to achieve the results they want, and improves their skill and confidence in using them. Managing performance should be a continuous activity not just something managers do when somebody is failing.

Managers will understand that they can (and should) be demanding and supportive at the same time. Not ‘hard’ or ‘soft’ – just consistent, effective professional management all of the time. They will come to understand that in managing performance it is their responsibility to improve performance – by improving their people’s skills and by removing obstacles

Learning Objectives

Following the workshop you will be able to:

Identify areas that affect their department’s productivity and decide how they can be managed more efficiently
Analyse situations that hinder performance and develop techniques to overcome them
Establish clear performance expectations and develop the ability to confront poor performance
Consistently maintain a clear line of sight between goals and individual job implications
Deliver principal accountabilities through consistent monitoring of performance
Be proactive and stay one step ahead of those they support
Identify performance indicators from 4 perspectives: outcomes, customers, processes and people
Identify the what and How implications for people to deliver that performanc e
Develop feedback skills and utilise 2 models of feedback

Method and Approach

You will enjoy the active and involving approach to learning during this workshop. Through the use of participative activities, discussion, reflection, video presentations and group exercises you will develop a useful toolkit of skills to enhance your managerial impact

Training Course Content

Training Course content includes:

Day One: Impacting upon success

How does your management style impact on success?
Identifying performance measures
What does good performance look like?
What and how am I doing? Consider how to set effective performance and behavioural objectives (Well Formed Outcomes).
The benefits of clearly defined responsibilities
Who would benefit?
Linking the individual and the company benefit?
Agreeing realistic targets getting agreement to Objectives!
Set your objective activity

Day Two: Monitoring Performance

The De-motivated Team Member
Motivation methods – Understanding motivation and the link between motivation, effort, performance and reward.
Making work more rewarding Aligning individual and organisational needs, recognising obstacles to employee motivation
The skills of a directive and non-directive coach. Developing coaching techniques for productive and reproductive tasks
Four Step Coaching Model.
A process for effective coaching to ensure maximum impact.
Identify the Most Improvable Task
Identification of the one thing that will create the biggest impact on an individual’s performance and motivation
Giving and receiving feedback –
Recognising the importance of feedback
When to offer both positive and negative feedback
Video Master Class How to give and receive effective feedback

Day Three: Managing Difficult Behaviour

There are no difficult people – but there are difficult behaviours!
Separating the person from their behaviour
Examining your own role in creating the difficult behaviour
How to avoid being a victim, but don’t avoid managing the behaviour
Focusing on the effects of poor behaviour on the work environment
Transactional Analysis
Exploring the effect of stimulus and response
The importance of an assertive stance
Video Master Class “Big Mouth Billy” Managing Problem People