Details

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Be A Better Manager-Leader Series

Duration: 2 Days
Time Schedule: 9:00am to 5:00pm
Lunch Break: 12:00pm to 1:00pm

Introduction

A manager’s success is often judged by team results. Thus, it is job of the manager to provide advice and help their team to cross the finish line. Keeping your team productive and focused on what matters - means establishing honest communication rhythms. These consistent check-ins provide an opportunity to share updates, identify roadblocks, and maintain an authentic connection to drive engagement.

As Peter Drucker suggests that motivation is the key: “people determine the performance capacity of an organisation. No organization can do better than its people.”

In this training, we explore a range of critical factors that contribute to your own and others optimum performance. People perform at their best when they use their strengths, when they feel able to choose what they do, and how they do it. This allows them to harness their creative energy and to focus on delivering goals, preferably those related to a meaningful purpose.

Managing performance is about applying a process - use that process in a way that teams are inspired to take ownership of their own performance. A performance review is a balancing act. It should balance the need to look backwards (the review), with the need to look forwards (the plan). It also balances the need to address weaknesses, whilst at the same time building on strengths.

Learning Objectives

• Apply your strengths to achieve targeted goals.
• Work with team members to set performance standards and goals.
• Get full participation, higher energy, and stronger buy-in from all team members.
• Ask great questions that will draw out everyone’s opinion.
• Giving feedback that are action oriented.
• Focus on delivering meaningful results.
• Create accountability by clearly defining success.
• Use the PERFORM model – a management tool to manage superior performance in your people:
  • Potential – Expertise – Review – Focus – Opportunity – Resources

Key Content

Module 1: How to Get Better at What You Do

• Decide to get better at what you are good at:
  • Find your areas of existing strengths.
  • TOOL: Management Skills Assessment
• How to get better at what you do:
  • Know your business
  • Know yourself
  • Know your customer
  • Know your people
• EX. Practice-Practice-Practice

“The illiterate of this century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”

Module 2: The PERFORM Model

• What is the PERFORM model?
• How to use it to help you to manage superior performance in your people?
  • Turning Potential to performance
    • Recognizing Potential Tool
  • Putting Expertise to Work
    • Abilities + Experience + Attitudes
    • How to manage this expertise?
    • Putting Expertise to Work Checklist Tool
  • Review Results to monitor performance.
    • Results = Development + Performance
    • Assessing performance or work goals
    • Assessing development goals
    • Reviewing Results – Assessing Performance Tool
    • Reviewing Results – Assessing Training & Development Tool
  • Placing a Focus on Priorities
    • Identify what the goals are
    • State how they will be achieved
    • Aligning Team Goals Tool
    • How to be SPIRIT - Smart and Sharp?
    • Setting SPIRIT - SMART Goals Tool
  • Creating Opportunities
    • What kind of opportunities likely to encourage employee motivation?
    • Positive employee development vs Corrective management
    • Identifying the range of opportunities in and around the workplace Tool
  • Allocating Resources
    • Link between resources and performance
    • Managing resources constraints
    • Matching Goals and Resources Tool
  • Motivation – The Life-line to the Heart of Performance
    • Extrinsic and Intrinsic motivation
    • Encourage individuals and teams to take ownership of their performance?
    • Motivating in challenging situations
    • Motivation Checklist Tool

TOOL: The PERFORM Model

Who Should Attend

• Managers
• Senior Supervisors
• Team Leads

Methodology

Interactive experience sharing and learning. Exploratory discussions with feedback sessions, and exercises.