In today's work environment, organizations can't afford trial and error; they need things to be done right the first time. This seminar develops leaders who help people achieve their goals and avoid problems. Leaders learn a proven coaching process, a continuous cycle that ensures they identify coaching opportunities, provide needed coaching and support, observe performance, and measure results until the desired outcomes are achieved.

Key Training Points

• Preparing people to successfully handle challenging situations and tasks
• Expand team capabilities to give the organization a competitive edge
• Spend less time reacting to problems by preparing work groups to succeed

• Encouraging others to take charge of improving their performance and altering work habits, developing an improvement plan, and measuring their progress.
• Preparing for and conducting successful improvement discussions.
• Handling specific challenges that might occur during such discussions.
• Fostering morale and productivity by addressing performance and work-habit issues in a firm, fair, and consistent manner.

• Understanding the importance of proper documentation and its effect on an organization
• Recognizing the characteristics of good documentation
• Identifying the key points of FOSA
• Following the steps for conducting disciplinary sessions
• Recording actions in an incident diary
• Avoiding common pitfalls supervisors face when documenting discipline

• Providing people with performance problems a clear understanding of what they must do to improve and the consequences of failing to do so.
• Learning ways of helping leaders take appropriate action, based on best practices, to effectively address ongoing performance and work-habit problems or serious misconduct.
• Identifying the benefits of imposing formal consequences, such as probation or suspension, while making the person feel fully heard and fairly treated.
• Minimizing the impact of ongoing performance problems on the individual, work group and organization.

• Use progress reviews as a business tool in guiding individuals, work groups, and the organization toward success
• Encourage people to sustain good performance and improve less-than-desirable results
• Build people's responsibility in monitoring, collecting, and analyzing performance data
• Handle challenging situations that can arise during progress review discussions

• Ensure mutual understanding of performance expectations
  
• Help others identify performance expectations that align with the organization's goals
• Gain individual or team commitment to fulfilling the expectations in the performance plan
• Handle challenging situations that can arise during setting expectations discussions