performance development
DESCRIPTION
Performance Development - Enhancing your personal toolkit to develop performance as a team. This presentation covers key skills to enhance performance in the workplace and the performance of those you manage.TRANSCRIPT
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Performance DevelopmentEnhancing your personal toolkit to develop
performance as a team
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Introductions & Housekeeping
Once You Have Been Given All Of The Relevant Information Today, How Will You Put It Into Practice?
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Your Experience
Who Has Previous Experience In Giving Feedback?
Choosing Your Words!
Can Can’t
Will Won’t
Will Try
Positive Negative
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What Is The Most
DANGEROUSPhrase In The English Language?
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We’ve ALWAYS
done it this WAY
360°Feedback
PDR Process
10%
60%
20%
10%
Preparation
Deployment
Re-inforcement
Evaluation
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Candid Feedback
• An informative, honest, balanced, valuable
review of a performance
• Communication aimed at positive change
Definition of Feedback
Used To Improve Performance
Focuses On Actions/ Behaviours
Specific With Detailed Examples
Encourages Solutions Or
Alternatives
Performance Improvement Plan
Agreed If Required
Candid Feedback ↔ Criticism
Used To Unload Negative
Feelings
Focuses On The Person
Vague Generalisations
Past Focused And Apportions
Blame
Words Without Evidence /
Examples
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Aims
Explain why candid feedback is an integral part of managing performance effectively
Explain how to use key skills required for offering candid
feedback in a competent manner.
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Is There A Reluctance To Offer
Feedback?
Think of a feedback situation which stands out in your mind – positive or developmental.
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Feedback
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Constructive Performance Feedback
Marginal
Performers
Solid
PerformersExceptional
Performers
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Constructive Performance Feedback
Constructive
Corrective Developmental Reinforcing
Prescriptive Collaborative
Praise
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LOUDLYBlameSOFTLY
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Communication
Body Language
ToneWords
Sometimes it is the way inwhich the feedback is deliveredwhich is the problem, ratherthan the feedback itself.
Don’t agree
Why Can it be Difficult to Receive
Feedback?
Don’t want to changeKnocks confidence
Assumed always negative
Feeling you’ve failed
Indifference
Ego
Receiving Feedback
Be aware of the benefit
Listen
Clarify and check understanding
Request feedback
Wealth of experience
We are all always learning
Learn from the mistakes of others
Listening Skills &
Objectives
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Listening Skills
but only ONE mouth,
because listening is twice as hard as
talking.”24
S.M.A.R.T Objectives
SMART
Specific
Measurable
AchievableRealistic
Timed
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If You Don’t Know
Where You Are
Going
Feedback & Behaviour
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Attitude
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Winning Behaviours
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Accountability &
Learning
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"We are accountable for our decisions in our personal
life, so why shouldn't we be just as accountable in our
work life?"
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Accountability Ladder
I make it happen
I seek solutions
I own it
I acknowledge
reality
I wait and hope
I make excuses
I blame and
complain
I’m unaware
Accountable Pro-Active Not Accountable Re-Active
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Coaching v Mentoring
Coaching Mentoring
Your thoughts?
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Approaches To Learning
Telling
Teaching
Mentoring
Coaching
Facilitation
Counselling
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Learning Resource
3%
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Learning Resource
3%
97%
Difficult Conversations
Monitor your reactions
Listen actively
Ask questions
Show empathy
Seek colleague’s views / ideas
Look for a “Win- Win” scenario
Agree to disagree37
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We’d like your feedback?