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managing performance

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"Instead of setting numerical quotas, management should work on improving the process."
W. Edwards Deming

managing performance

Managing performance is a vital part of running any organisation effectively, but it isn't just a question of statistical measurement. Strong performance managers are able to use the performance-management process as part of their approach to getting the most from their teams.

More effective performance management comes from a clear understanding of your own, and your teams', motivations and behaviours - and from having established and agreed clear performance expectations.

Programme details

Programme content A framework for effective interaction Layers of inference Defining the excellent performance manager: ASK analysis Performance management values Personal values: Kelly constructs Clarification of terminology Understanding behaviour Insights profiles Disciplinary process Goals, objectives and targets SMART (WAC-ER) model Motivation Feedback Appraisals Interviewing skills Listening and asking questions		Duration Two nonconsecutive days or four nonconsecutive half-days. Programme structure Managing performance is a two-day programme, delivered on nonconsecutive days or four nonconsecutive half-days. Includes personality profile – all delegates receive an ‘Insights’ personality profile, to help them better understand themselves and how they interact with others. Intended audience Managing performance is aimed at those managers who have a performance-management remit. This programme is designed to help you: gain clarity on how to gain the most from this programme. understand why we develop the views and attitudes we do, and how this influences our behaviour. understand what an excellent performance-manager knows, thinks, likes and does well. recognise what’s important to a manager of performance. understand own value set for workplace and see how it fits with the role of performance management. understand what some of the jargon around performance management means. understand, accept, value and relate more effectively with people. understand how to work with a company’s procedures. understand the legal background and constraints. understand the context and best practice for agreeing objectives. discover how best to motivate different personality types. experience how to best frame effective feedback. understand the purpose and best practice in holding appraisals. explore how you can get the most from any performance management interview. connect what your people say to how you manage them.