People Skills Right Not Rote
Performance Management: Improving Performance Management and Problem Solving Skills
Builds skills to help managers set objectives, provide feedback, and hold people accountable as part of their formal and informal performance review and coaching responsibilities. In addition, includes skills to help people solve problems, improve commitment, and strengthen working relationships.
Overview
This program combines Interact’s Performance Management and Performance Problem Solving programs. The result is a program that provides all the management essentials. The program uses an integrated design that gives participants powerful way to turn people and resources into bottom-line results.
Objectives
Participants are able to:
Explain and write objectives in a way that is specific and measurable.
Communicate performance factors (such as judgment, leadership, and initiative) in a way that builds skills and motivation.
Create development plans that include specific timelines, resources, and outcomes.
Build coaching time into each workday.
Use positive reinforcement to build and support performance
Confront performance problems without creating defensiveness
Diagnose whether problems are due to ability (internal skills or external obstacles) or motivation (person doesn't understand the impacts or doesn't care about them)
Resolve motivation problems—explain the reasons behind priorities and get the other person to explain the reasons behind their different priorities
Resolve ability problems—seek input, establish criteria, evaluate options
Set clear action plans and follow up times
Use a range of listening skills to reduce anger and defensiveness
Prepare for and conduct a performance review.
Give accurate and fair performance feedback.
Deal with strong reactions during performance review
Version B: Seven “Half-Day” Sessions
This version includes the Objective Setting and Performance Factor sessions from Performance Management and all of Performance Problem Solving. This is an ideal program for managers who set objectives and manage performance, but who don’t conduct performance reviews.
Tailored to Categories of Employees
Interact has tailored versions of Performance Management to meet the needs of different categories of people. Some of the tailoring employs video scenes that demonstrate the kinds of situations encountered by executives, managers, and supervisors, versus the kinds of situations encountered by project managers, individual contributors, and team members. Much of the tailoring comes from practice cards that have been developed using focus groups composed of employees from customers we have served. Below is a list of applications that Interact has already created—that are ready for you to use. In addition, Interact creates custom versions to meet a customer’s exact needs.
Executives, Managers, and Supervisors: The focus of this version is the manager-to-subordinate relationship. Participants practice applications that involve their direct reports.
Project Managers, Individual Contributors and Team Members: The focus of this version is peer-to-peer relationships. Participants practice objective setting and coaching, but don’t receive instruction in conducting performance reviews.
Tailored to Types of Industries
Interact has tailored video for heavy-industry environments and for office environments. The practice applications are usually tailored to the needs of a specific organization.