Modules may include:
– Developing performance and potential
– Management styles
– Agreeing performance expectations
– Analysing performance gaps
– Giving feedback
– Personal development discussions
– Handling difficult situations.
Examples of recently delivered workshops:
- Managing People and Performance: Participants learn to use an appropriate management style according to the person and the situation, and apply a performance management process to develop performance and potential. Through case studies and experience sharing, participants develop skills to manage different types of employees to maximize commitment and engagement.
- Coaching for Performance and Potential: For more experienced managers, participants learn how to apply different coaching styles according the person and the situation to motivate performance and build staff engagement. We provide managers with the insights, tools and skills to incorporate coaching as a regular, ongoing process throughout the year.
- Performance Appraisals: For all managers who need to conduct on-going performance review and planning discussions with their staff. Participants are better able to:
– Review performance against previously agreed objectives
– Apply rating scales fairly and effectively
– Agree future performance expectations and targets
– Conduct career review & personal development planning discussions.
- Supervisory Skills: For people new to the management role, we provide insights and skills to support new managers in making the transition to manager and leader. Participants learn how to manage their time and priorities, develop teamwork, and work with the differences within their team. Participants develop the skills of delegating, giving feedback and working with Gen Y and more experienced staff. We also explore how to handle the more challenging situations that managers face.
- Interviewing Skills: We support development of best-practice interview techniques to enable participant to carry out behavioral, competency-based interviews with greater precision and confidence. Through cases and role-plays, participants develop skill in using behavioral questions to assess candidate competence for a job role. We also explore how to create a favorable impression of the company while managing candidate’s expectations.