Education & Skill Building
POSITIVE PERFORMANCE® Management Workshop
12 to 18 hours of class time based on number of case studies utilized. Sessions may be conducted as a complete course or in modules.
Workshop topics include:
- POSITIVE PERFORMANCE® Management overview and philosophy
- Setting performance expectations and goals
- Recognition and coaching skills that build superior performance
- Counseling and corrective action skills that promote personal accountability
- Performance feedback and review skills (both on-going feedback and performance appraisal)
At the end of this course, participants will be able to:
- Explain the linkage between the organization’s strategic business goals and the PPM approach
- Set SMART goals that align individual and departmental performance with the organization’s goals
- Develop superior performance and avoid performance problems through effective recognition and coaching
- Prepare for and conduct counseling and disciplinary discussions that build individual ownership for results
- Document disciplinary discussions and provide follow-up to ensure improvement
- Provide on-going feedback that focuses and redirects employee performance
- Conduct and document performance review discussions that provide meaningful information and promote individual accountability
Modular Education and Skill-building Sessions
Choose the topics you want to offer your team!
Sessions based on the POSITIVE PERFORMANCE® philosophy are offered on the following subjects:
Topics covered in this PPM module include:
- PPM definition and goals
- How PPM differs from traditional performance development approaches
- Advantages of the PPM approach
- Core beliefs and process components
- Case study and group discussion examples of how the POSITIVE PERFORMANCE® Management approach would improve results, relationships, and accountability in your organization.
Topics covered in this PPM module include:
- The leader’s role in setting effective performance expectations and goals
- The difference between performance expectations and performance goals
- Using expectations as a positive tool to encourage individual accountability
- How to link expectations and goals to your organization’s strategic goals
- How to set SMART expectations and goals
- How to conduct the goal setting conversation
- How to make performance a matter of choice
Topics covered in this PPM module include:
- The leader’s role in providing recognition and encouragement
- Why leader’s fail to fulfill their responsibility for recognition and encouragement
- Four situations when recognition and encouragement are important
- The difference between and appropriate use of recognition, reward, and reinforcement
- The impact of recognition and encouragement on building superior performance
- Characteristics of effective recognition
- Guidelines for conducting an effective recognition discussion
- Define the situation
- Conduct the conversation
- Close the loop (documentation and follow-up)
- Criteria for documenting recognition
- Case Study: Providing effective recognition (Generic and/or participant specific cases)
Topics covered in this PPM module include:
- The leader’s role in coaching and developing performance
- Why leader’s fail to fulfill their responsibility for coaching and developing performance
- The difference between coaching, counseling, and corrective action
- Three situations when coaching is important
- Guidelines for conducting an effective coaching discussion
- Define the situation
- Conduct the conversation to gain agreement and build ownership
- Close the loop (documentation and follow-up)
- How to use the PPM Discussion Guide
- Coaching skills case studies (generic and participant specific cases)
Topics covered in this PPM module include:
- The leader’s role in corrective poor performance
- Why leader’s fail to fulfill their responsibility for correcting poor performance
- The difference between coaching, counseling, and corrective action
- Three situations when counseling and/or corrective action are important
- Guidelines for conducting an effective counseling or corrective action discussion
- Define the situation
- Conduct the conversation to gain agreement and build ownership
- Close the loop (documentation and follow-up)
- Corrective Action and the standards of Just Cause and Due Process
- How to use the PPM Discussion Guide
- The positive approach for opening difficult conversations
- Gaining agreement when the employee refuses to take ownership
- Words to avoid in conversations and documentation (including sample corrective action documentation)
- Counseling and corrective action case studies (generic and participant specific cases)
Topics covered in this PPM module include:
- Characteristics of an effective performance review
- The problems with an ineffective review
- The leader’s role in conducting and writing an effective performance review
- Why leader’s fail to fulfill their responsibility for conducting and writing an effective performance review
- Where and how the performance review fits in an integrated performance management approach
- Guidelines for conducting and documenting an effective performance review
- How to create the expectation for success in the performance review
- How to develop your key message and why it is important
- Pros and cons of using a self-assessment
- The performance review meeting agenda
- How to make an accurate rating—calibrating your responses
- Five rating errors and how to avoid them
- Managing conflict and disagreement over your review
- Case Study: Conducting and writing an effective review: (generic and participant specific cases on the following areas)
- Developing the key message
- Calibrating ratings
- Conducting the review conversation
POSITIVE PERFORMANCE® Management Trainer-the-Trainer Certification
Certifying your organization to conduct POSITIVE PERFORMANCE® Management education and training sessions should be considered in the following situations:
- You have more than 100 supervisors and managers to train.
- You are adopting the PPM approach across your enterprise and plan to conduct sessions annually.
- You have implemented the PPM process in your organization and use this training to support your organization’s specific policies and practices.
Trainer certification — combined with our complete materials license — provides you with the most cost-effective option available for implementing and sustaining the POSITIVE PERFORMANCE® Management approach in your organization.