Course Details


Performance Management and Evaluation skills

Our performance management programme is guaranteed to provide you with the essential skills, knowledge and techniques to handle the performance management process effectively. Our two-day programme will allow you to significantly improve the performance, motivation and quality of performance management.

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The following modules form part of this highly experiential programme:

Effective Performance Management

At the end of this module delegates should be able to:

•  Understand the principles of performance management

•  Understand the organisation's strategy, vision, mission and values to tie in with the performance management system

•  Understand that managing performance is each individual's responsibility

•  Understand the paper work involved in the performance management process

•  Identify career opportunities in the organisation

•  Describe how to set performance standards

•  Designing SMART goals for individuals

•  Review core principles of maintaining good control and ways of assessing control effectiveness

•  Identify areas of effective control in their jobs and ways to build on these strengths

•  Role-play a structured example of feedback on performance and knowledge of results

•  Outline ways to build on excellent performance


Professional interpersonal communication in providing feedback on performance

At the end of this module delegates should be able to:

•  Approach the performance interview with a positive attitude

•  Describe how to conduct a successful performance interview

•  Understand the importance of meeting individuals' needs and expectation

•  Know and understand the different forms of feedback

•  Explain how to identify the needs, wants and expectations of team members

•  Be aware of the barriers to communication

•  Know what to do to improve their ability to communicate and to “read” people

•  Understand why leaders should listen carefully

•  Explain why communication is so important in managing performance

•  Assess their overall current levels of assertiveness

•  Explain the concept of assertiveness rights

•  Describe the spectrum of assertive behaviour

•  Model assertive, unassertive and aggressive behaviour

•  Rate the frequency/intensity with which they use such behaviours

•  List 10 basic strategies for assertive behaviour

•  Designing ways to ensure that staff take ownership for own performance and consequences

Building interpersonal relationships to enhance good performance


At the end of this module, delegates should be able to :


•  Identify the importance of good interpersonal relationships in business

•  Apply the concept of social styles to achieve a deeper understanding of where they and these people have a style match or a style mismatch

•  Assess their communication style in order to understand their interaction style

•  Review ways of becoming more versatile and “shifting style” with people to achieve harmonious working relationships

•  Link social styles to a better understanding of team members reactions to pressures

•  Analyse your team: its level of integration, role allocation and synergy

•  Check your own and your team's degree of adult positioning

•  Outline an overall strategy for solving problems with teams and managers

•  Understand the principles of motivation

•  The role of financial compensation and how this plays a role in motivation and satisfaction

•  Ensuring that super performers and underperformers are accommodate

•  Brainstorm different reward possibilities


Dealing with conflict and performance deviations

At the end of this module, delegates will be able to:

•  List some of the reasons why conflicts develop

•  Dealing with team conflict

•  Define conflict and conflict resolution

•  Contrast the benefits and negatives of conflict

•  Analyse the life cycle and stages of conflict

•  Identify factors which escalate conflict

•  Describe some common ineffective approaches to conflict resolution

•  The role of mentoring and coaching to solve performance deviations

•  Designing and sourcing training to address skills gaps in performance

•  List some conflict solving options (negotiation, mediation etc) and give guidelines for when to use them

•  Differentiate between good and poor conflict resolvers

•  Compare their styles and skills with their portrait of an effective conflict resolver

•  Setting objectives for conflict outcomes

•  Explore a team conflict problem

•  Plan how to implement the solution


Solving “people” problems

At the end of this module, delegates should be able to :


•  Explain why solving “people” problems is important in the corporate environment

•  Identify their own decision making profile and approach to problem solving

•  Review a larger-scale problem solving process

•  Discuss the role of coaching and mentoring

•  Apply the problem solving process to a relevant problem

•  Helping team members to solve their own problems

•  List the steps in analysing a problem

•  Identify the three main steps in problem solving

•  Describe how to improve creative problem solving

•  Apply various techniques to generate solutions

•  Describe how to evaluate possible solutions and choose the best option

•  Apply a SWOT analysis as a problem solving mechanism

•  Turning solutions into actions


Succession planning – an integral part of performance management

Delegates will be able to do the following after this module:

  • Understand the definition of succession planning
  • Define their succession requirements
  • Know how to keep an inventory of talent in the organisation
  • Assess capabilities of development needs
  • Plan for succession and developmental actions
  • Consider implementation of these plans
  • Know how to take corrective action where necessary
  • Know how to help staff to design individual career plans


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