1. Align team and individual performance expectations with corporate goals;
   
2. Plan and discuss clear performance expectations;
   
3. Gain employee commitment to meeting expectations;
   
4. Monitor employee performance using an evidence-based approach;
   
5. Enhance performance through the use of performance-based recognition and constructive coaching;
   
6. Analyze performance problems and strategize for improvements;
   
7. Differentiate between the need for coaching and the need for progressive discipline;
   
8. Recognize potential human rights violations, and describe the supervisor’s role in preventing and responding to same;
   
9. Keep concise written records of necessary data;
   
10. Conduct effective performance-based conversations.
    

“Development of People” is an essential leadership competency.  It involves working to develop employees' contribution, potential and learning over the long term.  Benefits to the organization include greater productivity, enhanced employee engagement, and a continually expanding talent pool from which to draw future leaders.  Providing coaching within the context of the Performance Management system is crucial to the current and future success of every organization.

In this workshop, participants will learn to use coaching as a means to improving productivity, developing talent, and engaging staff.

This workshop will be beneficial to anyone who leads a team or manages a work group.  It is appropriate for Senior Executives, Middle Managers and Front Line Supervisors.

By the end of this workshop, learners will:

1. Collect and assess performance-based information using several tools
   
2. Plan the coaching session
   
3. Provide behavioural, non-interpretive feedback to an employee
   
4. Assist employees to develop insight into their own behaviour and resolve their own performance difficulties
   
5. Use  a developmental tool to increase productivity at a reasonable pace
   
6. Develop employee commitment to improvement goals
   
7. Employ coaching strategies to encourage the maintenance of positive behavior
   
8. Plan and conduct a coaching interview based on a realistic case study
   

The workshop will feature a number of hands-on practice opportunities.

Workshop Outline

1.  Introduction

• Purpose and goals of developmental coaching
  
• Benefits of coaching – to the individual, the team, and to you
  
• Common concerns about coaching
• The difference between constructive coaching and developmental coaching
• The Developmental coaching model

2.  Collect and Analyze Performance Data

• Sources of information, and methods of collecting it
  
• Get the whole picture
  
• Avoid biases
  
• Use the Mager & Pipe Flowchart to analyze performance challenges from the employee’s perspective
  
• Use the Balance of Consequences tool to understand an employee's current motivation

4. Provide Performance Feedback and/or Developmental Opportunities

• The difference between factual and interpretive data
  
• Determine what to say and how to say it
• Help the employee to feel comfortable
• Active listening
• Help the employee learn from his or her experiences

5.  Develop Performance On-the-Job

• Use “Situational Leadership” to guide on-the-job employee development
  
• Conduct 5-minute on-the-job coaching conversations
  
• Motivate employees to stay engaged, especially when things are difficult

6.  Integration

• Apply  Developmental Coaching in a case study and simulation
  
• Plan for on-the-job use
  

(2 days)

Optional: 2.5 - 3 days if pre-course team assessment questionnaire is deployed by each learner and their team prior to the workshop.  In this case, findings will be summarized and shared with learners (privacy will be protected), and additional learning and practice time will be devoted to areas of challenge.

Building and leading teams is challenging work.  

Effective teams are clear about goals and expectations.  They have healthy decision-making processes and relationships.  They balance the need to accomplish objectives with the need to stay committed and positive.

This workshop is designed to provide front line supervisors and managers with the concepts, skills, and tools needed to:

Course objectives will be met through the use of case studies, instructor demonstrations and presentations, small-and-large-group discussions, and hands-on practice with feedback.  The course will be highly interactive.

Workshop Outline

1. Introduction

• Differences between great teams and unhealthy teams
  
• The Role of the Team Leader
  
• The Team Lifecycle and its challenges
• The GRPI model of effective team functioning
  

2. Team Goals

• Clarify goals in a meaningful way
  
• Align team members' work with team goals
  
• Engage team members in accomplishing goals
  

3. Team Roles

• Compose and balance the team - considerations
• Select the best roles for each team member
  
• Establish clear parameters of responsibility and authority
  
• Balance an unbalanced team
  
• Cross-train to ensure commitments are met by your team

5. Team Processes

• Communicate effectively
  
• Make decisions
  
• Resolve conflict
  
• Evaluate team progress
• Celebrate success