After the training, delegates will be able to:

• Optimise section or departmental output by managing individual performance;
• Explain the key factors which affect performance;
• Set, agree and clarify performance targets;
• Monitor ongoing performance;
• Use a range of approaches to manage different levels of performance;
• Define the importance of coaching and facilitating skills in managing performance;
• Set and agree development objectives;
• Plan individual and/or team development programmes;
• Support the implementation of development programmes.

• Managing group and individual performance. – “If you manage performance well, everything else will manage itself”;

  • Factors which affect performance: expectations, ability, motivation & circumstance;
  • Motivation & Performance. 3 approaches to motivating staff; are we all motivated by the same thing?; motivation versus incentive; how de-motivation works; motivating performers on a day-to-day basis;
  • Optimising everyone’s performance; Coaching as a way of developing ability; Facilitation to unlock and unblock performance.

  
  Performance Standards: Company standards, non-negotiable contractual requirements, unwritten standards, personal standards, custom & practice;

  • Standards in context of the job;
  • Establishing and gaining acceptance of standards;
  • Measuring against standards;
  • Ideal standards; realistic standards.
    

  Team & Individual objectives

  • Clarifying group goals; cascading objectives;
  • Individual objectives & contributions; moving targets.
    

  Optimum & High performance

  • Managing high flyers, motivating high performers and controlling expectations;
  • Performance management and situational leadership;
  • Motivation in “flat” structures.

  
  Poor performance

  • Defining poor performance specifically; Causes of poor performance;
  • Discipline, coaching, encouragement, counselling and a range of approaches for managing poor performance.

  
  Continuous development

  • The learning organisation; the continuously developing individual;
  • Setting development goals, building development plans;
  • Supporting individual development – the manager’s contribution.

  
  Development options

  • Role of training, coaching, individual learning, delegation etc.