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Managers as Coaches: Yes, You Can Boost Engagement and High Performance (HRM38CR)

Presented by: Marcia Zidle
 
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Pre Recorded Webinar
60 minutes
  •  Thu, March 15, 2018
Event Description
1.0 CPE
1.0 PDC - AudioSolutionz is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM
1 Credit


Identify the “5 Ds” Feedback Process to Effectively Coach Employees and Improve Performance

“Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results. They also become better leaders in the process.” -Jack Welch, Former CEO General Electric

Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens; small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up.

Good managers regularly keep each member of their group or team informed about his or her work performance. If this is not done then you probably are going to have problems of employee frustration and low morale, customer complaints or dissatisfaction and unfortunately, more of your time fixing problems rather than getting your work done.

The coaching process is central to performance management. Coaching refers to the management activity that creates the climate and the context that motivates individuals and teams towards high performance and productivity. Coaching skills are essential to the job performance of every manager regardless of the kind of work involved. Coaching is a highly visible and positive demonstration of your leadership. It signals to all employees that you will not accept or tolerate sub-standard performance from members of your group. Coaching is a test of a manager’s ability to reinforce desirable behavior, resolve poor performance, provide support and encouragement, and stimulate individuals to strive for excellence in work.

There is a right way to coach and a great many wrong ways. In this session, expert speaker Marcia Zidle will cover the coaching process and its most important component – positive and negative feedback – as well as how to handle a variety of job performance issues with confidence and skill.

The giving and receiving of feedback is the heart of coaching. There are two types of feedback. Positive feedback is given when an employee’s performance meets or exceeds the manager’s or supervisor’s expectations. It empowers employees to continue to put forth their best efforts. Constructive feedback is given to bring below par performance up to standards without alienating the employee or creating other performance problems. It is a problem-solving discussion directed toward improving some aspect of an employee’s work performance.

Start building your coaching muscles with this session. When you provide coaching that is positive, constructive, and reinforcing, it will motivate and engage your employees to strive for high performance and productivity.

Session Highlights

In this program you will:

  • Understand a performance management model and how coaching fits in
  • Identify the “5 Ds” feedback process to improve performance and work habits
  • Understand the 5 reasons for poor or unsatisfactory performance and how to address them
  • Recognize why it’s important to keep the message “clean” when giving positive feedback
  • Learn to apply the major steps of performance coaching that result in a series of specific questions and actions
  • Learn to use effective follow-up actions if the poor performance is not corrected sufficiently and learn how to get it back on track
  • Be able to implement 12 guidelines or best practices to make coaching work in your team, department or company

Session Agenda

Many managers are uncomfortable with discussing performance issues with employees.  This session will give you the tools to:

  • Improve poor performance by focusing the employee on the performance problem, uncovering the “real “reasons, and jointly agreeing upon specific actions to solve the problem
  • Change poor work habits such as inappropriate dress, improper use of the telephone, lateness, etc. and to handle it immediately before it spreads to the rest of the workgroup
  • Recognize good performance that will motivate towards higher performance as well as maintain improved performance and avoid slippage back to old ways

Who Should Attend

  • New managers
  • Supervisors
  • Team and project leaders
  • Emerging leaders
  • VPs of human resources
  • Human resources professionals
  • Chief learning officers
  • Directors
  • Operation managers
  • Functional managers
About Our Speaker(s)

Marcia Zidle | Business Management Consultant SpeakerMarcia Zidle
Marcia Zidle is a board certified executive coach, business management consultant and keynote speaker, who helps entrepreneurial ventures; small to medium size enterprises and professional firms to leverage their leadership and human capital assets.  She has 25 years of management, business consulting and internationa... More info

 
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    Subject: You might be interested in this event from AudioSolutionz
    Event Title: Managers as Coaches: Yes, You Can Boost Engagement and High Performance
    Presenter(s): Marcia Zidle

 
 
 
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