Managers account for at least 70% of the variance in employee engagement, which could be the reasoning behind why just a third of employees in the US are engaged (Kevin Kruse, LeadX.org) and yet, studies clearly show that coaching cultures result in higher employee engagement rates and revenue growth.  Performance management is a cornerstone of a team leader's practice, but many are missing opportunities to sustainably improve performance, as they fail to provide insight, guidance and feedback in ways that encourage growth and development.  

A coaching mindset applied to performance management best practices, provides a solid foundation from which to operate tactically, while also fostering stronger trust, communication and other positive interpersonal dynamics.  Coaching for performance also ultimately reduces the level of reliance on managers by employees, freeing leaders up for other valuable activities.

Participants will:

Discover why using a coaching mindset when approaching productivity, performance and problem solving helps drive better results. 

Learn how to implement best practices and coaching techniques for ongoing performance management. 

Explore how and when to use effective progressive discipline techniques.

Participants will:

Use simple and effective coaching techniques in their performance management conversations.

Plan for and implement an ongoing, iterative approach to performance management and feedback.

Create a performance management plan that integrates with regular/formal performance appraisal activities.