Overview:

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.

However, many managers are uncomfortable with discussing performance issues with employees. This webinar will give you the tools to:

• Improve Poor or Managerial Performance that will focus the employee on the performance problem, uncover the "real "reasons, and jointly agree upon specific actions to solve the problem
• Change Poor Work Habits such as inappropriate dress, improper use of the telephone, lateness, etc. You'll need to handle it immediately before it spreads to the rest of the workgroup
• Recognize Good Performance that will motivate to higher performance as well as maintain improved performance and avoid slippage back to old ways

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

Why should you Attend: 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 demonstrations 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.

The giving and receiving of feedback are 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. While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision-making skills, improved project management, and increased performance while lowering overall turnover. There is a right way to coach and a great many wrong ways.

This webinar 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.

Areas Covered in the Session:

• Introduce a performance management model and where coaching fits in
• Identify the "5 D's"feedback process to improve performance and work habits
• Understand why it's important to keep the message "clean"when giving positive feedback
• Review the 5 reasons for poor or unsatisfactory performance and how to address them
• Learn the major steps of performance coaching that result in a series of specific questions and actions
• Implement 12 guidelines or best practices to make coaching work in your team, department or company
• Use effective follow-up actions if the poor performance is not corrected sufficiently and how to get it back on track

Who Will Benefit:

• CEO's
• COO's
• VP of Human Resources
• Human Resources Professiona
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Staff Managers and Supervisors