Training Product

MOTIVATING YOUR STAFF WITH POWERFUL PERFORMANCE OBJECTIVES

10mm Disc 1

About the Workshop

Research consistently demonstrates that staff members who know what is expected of them are both more productive and more satisfied than those who don’t. Clarity – about what our specific contribution to our organisation needs to be and why our contribution is important – is highly motivational and leads to improved performance. In this workshop I show managers how to achieve clarity using powerful performance objectives that define effective performance for both the ‘what’ of the job – the quality, quantity and time elements – and the ‘how’ of the job – the behaviours.

Using step by step, proven, practical models plus exercises, examples and demonstration I guide the manager through the process of a) identifying what they want from the people they manage and where clarity, through performance objectives, will lead to improved performance b) how to write powerful performance objectives and c) how to gain their staff’s involvement and commitment to achieving the objectives. All in easy to learn, easy to apply 10 minute sessions.

Workshop Content

Introduction to the 10 minute management toolkit
A personal introduction – who I am and why I developed the 10 minute management toolkit
Who the toolkit is for
How it works and how it can be used
A word about terminology
Introduction to the workshop
Defining ‘performance objectives’
How performance objectives motivate staff to high performance
How performance objectives improve productivity and performance

Session One

What do you want from your staff? – How to find out what you’re not clear on

Identifying:
a) what your expectations of your staff are
b) which of those expectations are not being met, and why
c) which un-met expectations are likely to be met by achieving a higher level of clarity
d) what you have in place to help you define what you want

Session Two

How to describe what you want – writing powerful performance objectives
3 questions for defining ‘firm’ objectives – the quality, quantity or time related elements of the job
Writing ‘soft’ objectives – the behavioural elements of the job:
The overriding question
Three approaches to writing soft performance objectives – modelling, visioning, reverse thinking
Introducing the e-book ‘The Managers Toolkit – 176 Behavioural Performance Objectives’

Session Three

How to gain your staff’s involvement and commitment
3 steps to communicating firm objectives
3 steps for communicating soft objectives – explanation, exploration and agreement
Anchoring soft objectives to organisational change – how and why
Options for involving your staff in defining soft objectives
Gaining agreement

The Workshop Package

1 DVD – 40 minutes in length
Downloadable Workbook – including summary of DVD content and exercises
Downloadable E-book ‘The Managers Toolkit – 176 Behavioural Performance Objectives’ an invaluable resource of 176 behavioural performance descriptions that managers can copy, edit, revise, correct and adapt to their business and to the people they are managing.

———————————————————————————————

MOTIVATING YOUR STAFF BY MONITORING AND REVIEWING PERFORMANCE

10mm Disc 2

About the Workshop

When managers use a planned, structured approach to monitoring performance they gather the information they need to give feedback which is accurate, objective and balanced – the type of feedback that staff members tell us they want more of, because they find it constructive and motivational, and which improves performance.

Reviewing performance – having a focused, in- depth discussion with the staff member – provides a platform from which to address a whole range of motivational needs including;
i) the staff members self-assessment
ii) giving and receiving feedback
iii) identifying development needs and
iv) discussing job satisfaction.

Done well, a performance review (or appraisal) meeting has the potential to have a significantly positive effect on the staff member’s motivation and performance.

Using step by step, proven, practical models plus exercises, examples and demonstration I guide the manager through the process of a) identifying how to monitor performance and how to gain their staff members involvement in monitoring their own performance b) how to prepare for the performance review meeting and how to help the staff member prepare c) how to hold a motivational performance review meeting . All in easy to learn, easy to apply 10 minute sessions

Workshop Content

Introduction to the 10 minute management toolkit
A personal introduction – who I am and why I developed the 10 minute management toolkit
Who the toolkit is for
How it works and how it can be used
A word about terminology
Introduction to the workshop
Why monitoring and reviewing performance is an important motivational tool
Defining monitoring and reviewing performance

Session One

Monitoring performance
Monitoring the quality, quantity and time related elements of the job
Monitoring behaviours – observation, report back and feedback
How to choose the most effective methods
How to overcome resistance to monitoring
Involving your staff in monitoring their own performance – why and how
Planning to monitor performance
Monitoring and recording the ‘unplanned’
When to give feedback

Session Two

How to plan a performance review meeting
How to make a review meeting motivational
Preparing to review performance
Reviewing performance objectives – why and how
Reviewing areas for development and generating options
Preparing to review your staffs job satisfaction – some clever questions
Helping your staff member to prepare for the review meeting
A performance review checklist
Preparing the practical

Session Three

How to hold a performance review meeting
The meeting agenda
Reviewing performance
Dealing with disagreements
Reviewing performance objectives and development needs
Discussing job satisfaction

The workshop package

1 DVD – 40 minutes in length
Downloadable Workbook – including summary of DVD content and exercises

———————————————————————————————

MOTIVATING YOUR STAFF TO IMPROVE THEIR PERFORMANCE WITH POSITIVE CRITICISM

10mm Disc 3

About the Workshop

Giving criticism, in order to improve performance, is probably one of the most challenging and stressful aspects of a managers’ job, yet it is crucial. Failure to deal with poor performance, and to deal with it quickly and effectively, has a negative impact not only on the staff member themselves but on the motivation of others within the team and on the organisations performance as whole.

It doesn’t do much for the manager’s confidence either. Giving criticism, in a way that the staff member finds easy to understand and easy to accept, motivates the staff member to make a change – a change that leads to improvement.

Using step by step, proven, practical models plus exercises, examples and demonstration I guide the manager through the process of a) identifying and describing what the staff member is doing (or not doing) that is causing a problem b) how to describe the results and consequences of the staff members actions in order to help them see the need for change and improvement c) how to give the criticism, deal with reactions, gain agreement to improvement and develop solutions. All in easy to learn, easy to apply 10 minute sessions

Workshop content

Introduction to the 10 minute management toolkit
A personal introduction – who I am and why I developed the 10 minute management toolkit
Who the toolkit is for
How it works and how it can be used
A word about terminology
Introduction to the workshop
How positive criticism motivates
A framework for giving positive criticism
The power of A.R.C.

Session One

Explaining the actions – what the staff member is doing that’s causing a problem
The iceberg model – why it works, and why it’s challenging
Facts vs assumptions
How to explain criticism in clear, objective, non-judgemental language

Session Two

Defining and explaining results and consequences – so your staff member can clearly see the need for change
The power of results and consequences
How to define results and consequences
Different consequences for different people
Pulling the A.R.C. together

Session Three

The performance improvement discussion – giving the criticism, gaining agreement and offering support
A five step framework
Setting the scene
Describing the A.R.C.
Exploring reactions to criticism and developing assertive responses
Gaining agreement to performance improvement
The backstop position
Seeking solutions
Action planning

The workshop package
1 DVD – 40 minutes in length
Downloadable Workbook – including summary of DVD content and exercises