Education & Skill Building2018-01-22T08:27:09+00:00

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.

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What is PPM?

POSITIVE PERFORMANCE ® Management (PPM) Overview

POSITIVE PERFORMANCE® Management (PPM) is a performance development and management process that helps you
– Deliver results
– Build and sustain strong working relationships
– Promote personal accountability

Find out more about PPM or get in touch with us.