Coaching
Objective:
 Gain clarity on the Appraisal process
Understand personal style as an Appraiser in communication, ability to provide and receive feedback
Appreciate and develop an ability to initiate a discussion on career aspirations and opportunities.
For Whom:
Senior Managers, Managers, Team Leaders, any employee in supervisory role
Duration: One to Two days
Methodology: Class room training; role play; case studies; group work; etc.
Contents:
What Do We Mean by "Performance"?
Overall Goal and Basic Steps
Learning the use of Key Terms -
Performance Plan;
Performance Appraisal;
Development Plan etc.
Performance Management: Benefits and Concerns
Performance Management During Rapid Change
Performance Measurement: Guidelines, Myths and Examples
Employee Performance Management Process
Establishing Performance Goals
Performance Plans
Observation and Feedback
Assessing Performance
Rewarding Performance
Recognizing Performance Problems ("Performance Gaps")
Performance Improvement / Development Plans
Art of feedback
Defining Feedback as a tool for effective performance coaching
Defining power, authority, accountability as a Coach
Core Competencies for providing Feedback
 Connection, Clarification, Commitment
What’s Feedback
Establish relationship between behavior, action and person
Feedback Practice
Tips for Effective Feed backing (Do’s & Don’ts)
Train the Trainer Module available |
