“Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results. They also become better leaders in the process.” -Jack Welch, Former CEO General Electric
Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens; small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up.
Good managers regularly keep each member of their group or team informed about his or her work performance. If this is not done then you probably are going to have problems of employee frustration and low morale, customer complaints or dissatisfaction and unfortunately, more of your time fixing problems rather than getting your work done.
The coaching process is central to performance management. Coaching refers to the management activity that creates the climate and the context that motivates individuals and teams towards high performance and productivity. Coaching skills are essential to the job performance of every manager regardless of the kind of work involved. Coaching is a highly visible and positive demonstration of your leadership. It signals to all employees that you will not accept or tolerate sub-standard performance from members of your group. Coaching is a test of a manager’s ability to reinforce desirable behavior, resolve poor performance, provide support and encouragement, and stimulate individuals to strive for excellence in work.
There is a right way to coach and a great many wrong ways. In this session, expert speaker Marcia Zidle will cover the coaching process and its most important component – positive and negative feedback – as well as how to handle a variety of job performance issues with confidence and skill.
The giving and receiving of feedback is the heart of coaching. There are two types of feedback. Positive feedback is given when an employee’s performance meets or exceeds the manager’s or supervisor’s expectations. It empowers employees to continue to put forth their best efforts. Constructive feedback is given to bring below par performance up to standards without alienating the employee or creating other performance problems. It is a problem-solving discussion directed toward improving some aspect of an employee’s work performance.
Start building your coaching muscles with this session. When you provide coaching that is positive, constructive, and reinforcing, it will motivate and engage your employees to strive for high performance and productivity.
In this program you will:
Many managers are uncomfortable with discussing performance issues with employees. This session will give you the tools to:
Who Should Attend
Marcia Zidle is a board certified executive coach, business management consultant and keynote speaker, who works with companies to leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.