Coaching for impactful results

The effort to manage performance is a managerial "hat" that requires a lot of time on the part of leaders and therefore it can often be seen as a tedious and complicated activity. Therefore, it is useful for managers to clarify their role in this process, understand the impact of these discussions and, more importantly, get easy-to-use and highly practical tools in managing their team's performance.

This program is based on the 3 main approaches that leaders can have according to actual versus expected performance:

• performance correction discussions – when the performance is below the expected level;
• constructive feedback – when performance is above expectations but has a downward trend;
• recognition of merit – when performance is above expectations and stable/on an upward trend.

• Leadership Simulation "Trainer" – decision-making stages first at the individual level and then at the team level; decisions are about values, principles and leadership approaches that help achieve performance through a motivated team
  • Constructive styles (balanced concern for achieving goals and motivating team members)
  • Aggressive-defensive styles (focus on goals and very little attention to members' needs)
  • Passive-defensive styles (risk avoidance, lack of initiative and direction)
• Coaching for development – when needed; the coaching approach - the model GROW
• Preparing for performance discussions
• Types of discussions based on performance level
  • Performance tuning discussions – when the performance is below the expected level; directive approach
  • Constructive feedback – when performance is above expectations but has a downward trend; question-based approach
  • Discussion on merit recognition – when performance exceeds expectations and is stable/on an upward trend