Performance management is about planning performance, driving appropriate actions, and diagnosing the causes of problem behaviours. Fostering a work environment where employees can succeed in their goals and continually refine their performance requires focused and timely communication about performance.
Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward the attainment of a goal. Intensity is concerned with how hard a person tries. This is the element most of us focus on when we discuss the topic of motivation. However, unless effort is channeled in a direction that benefits the organization, high intensity is no guarantee of favorable job-related performance outcomes. Quality of effort, therefore, is just as important as intensity of effort. Finally, persistence (how long a person can maintain effort) is equally important.
Coaching can help you create positive change and achieve extraordinary results. This workshop will help leaders learn and practice coaching skills that foster engagement and support their employees so that they perform optimally. Some of the benefits of coaching include improved productivity, enhanced decision-making skills, increased interpersonal effectiveness, and the ability to set and achieve objectives.
Coaching can help you create positive change and achieve extraordinary results. This workshop will help leaders learn and practice coaching skills that foster engagement and support their employees so that they perform optimally. Some of the benefits of coaching include improved productivity, enhanced decision-making skills, increased interpersonal effectiveness, and the ability to set and achieve objectives.
Delegation underpins a style of management that allows the members of your team to use and develop their skills and knowledge to their full potential. Without delegation, you lose their full value. Good delegation is primarily about entrusting your authority to others. This means that they can act and initiate independently, and that they assume responsibility with you for certain tasks. However, if something goes wrong, you remain responsible since you are the manager. The trick is to delegate in such a way that things get done but do not get off track.
Based on the work of Patrick Lencioni, this interactive workshop is an excellent complement to Leading Teams I.
Note: This second part is offered by a different instructor.
You will gain a better understanding of active participation and learn tools to create a trusting environment for an engaging interaction with your team members. These are important concepts, because a team that is engaged is often a team that performs and delivers results.
High-performance teams are an extremely important element in today's working world. However, it is a challenge to lead teams effectively, and to get the most out of all team members. This highly interactive workshop will help participants develop the critical skills required to lead their team to a high level of performance and cohesion.
High-performance teams are an extremely important element in today's working world. However, it is a challenge to lead teams effectively, and to get the most out of all team members. This highly interactive workshop will help participants develop the critical skills required to lead their team to a high level of performance and cohesion.
More and more women are moving into positions of responsibility in public administration and business. Are women demonstrating new kinds of competence and bringing new practices to the workplace in the ways that they lead and make decisions? Given that women now occupy positions at many reporting levels, is it still premature to refer to a ‘woman’s management style’?
Good supervisors contribute directly to a positive working environment and help employees perform well, while feeling competent. The challenge resides in achieving the proper balance between supervising people and accomplishing one's tasks. In most cases, people promoted to the role of supervisor are knowledgeable about the technical aspects associated with the work, but they are then called to manage people, each person as complex as the next. With these challenges in hand, knowing how to achieve a high productivity level is not always obvious.
