Performing at Work

• Introducing the 4 key stages of managing performance
• The practices on which effective performance management is built
• The responsibilities of the individual and management
• Setting the standards – behavioural and performance
• How can we define good performance?
• Agreeing goals and objectives
• Knowledge, Skill, Attitude and Behaviour and introducing the Competency approach
• Considering Corporate Culture (Video)

Adult Learning

• Adult learning for work and Learning styles, including self-assessment questionnaire
• Conscious Competence Model
• Methods of enabling learning and whole loop learning
• Transferring learning to the job including the effective use of coaching and giving feedback
• Johari Window
• The training cycle
• Ensuring recall
• Delegate Motivation

Training and Skill Mastery

• The need for Continuous Improvement
• Training or Development – defining both
• Identifying Competencies to meet current job requirements
• Determining learning objectives and personal development options
• Designing training for recall and behavioural change, knowledge transfer methods
• The importance of Pre and Post course evaluations
• Measuring the results of a training intervention
• Effective use of Development Plans

Managing Performance at Work

• Purpose,characteristics and use of the Performance Appraisal
• The Annual Performance Review process
• Collecting data (Performance and Behavioural) for the Appraisal
• Setting and agreeing Quantitative v Qualitative Objectives - SMART Objectives
• Behaviours are important too – how the job gets done. Setting standards for behaviours at work
• Measuring progress against objectives
• Regular performance monitoring and assessment techniques
• Formal management of poor performance – the disciplinary process

Improving Job Performance

• Performance Discussions (Behaviour-based)
• How to address any performance gaps
• The effectiveness of “Ask” rather than “Tell” (Video)
• Coaching Methods – the GROW Model and The characteristics of a coaching session
• Motivational and Developmental feedback
• Giving and receiving regular on-the-job feedback
• Recognition of Good Performance and motivational feedback
• Identifying and responding to underperformance