Driving performance
Leadership & Management Skills Training
Best practices for management by objective.
Your outcomes
- Embrace your role as a manager in driving individual and team performance
- Identify and tap into your employee’s drivers
- Develop an approach to managing performance through competencies
- Acquire tools for developing your employees’ competencies using the 70-20-10 approach
- Prepare to make the most of your development conversations and annual reviews
- Acquire strategies and tools to establish trust and build engagement and commitment
- Acquire strategies and tools to build your social and emotional intelligence
- Develop your “tough empathy” as a tool for getting the best from people
Strategies and tools to build your social and emotional intelligence.
Develop your “tough empathy” as a tool for getting the best from people.
Training content
The 2-hour modules are designed to be delivered as a single program, but you can also pick, choose and adapt to suit your needs and priorities.
Module 1
The role of a manager in driving performance
- “You get the team you deserve” – why the buck starts and ends with you, the line manager
- 9 practical checkpoints for driving performance
- Understanding your impact on others – attitudes and behaviours that motivate others
- Identifying and working with drivers
- 4 types of challenging performances -and how to deal with them
- Starting to “coach” with the TOPIC model
Module 2
Managing through competencies
- Why have a competency model?
- Identifying the skills, knowledge and behaviors your staff truly need
- Developing the skills you need as a manager to manage through competencies
- Tapping into your competency model – from recruiting to developing to assessing
- Assessing and reviewing core competencies
- Developing competencies using the 70-20-10 approach
Module 3
Building trust, engagement and commitment
- Why should anyone be led by you? The relationship between authenticity and skill
- Understanding your impact on others
- Authentic communication
- Emotional bank account
- The confidence challenge
- Why does trust matter and how you can actively build it
- Introducing the 5 dysfunctions of a team – and how trust enables conflict
Module 4
Making the most of development conversations
- The manager’s role in the annual performance review
- Why have an APR cycle and why it is useful?
- Management by objective – best practices
- Why start with the core principles THEN the formal process
- Intelligent goal setting – SMART goals, enabling and engineering interrelation between goals and organizational and personal goals
- The APR as a living habit – and not a series of events
Module 5
Managing team performance
- Developing core skills amongst your team
- Building motivation and enhancing accountability
- Focusing the team by establishing goals and key success indicators – The Purpose Pyramid
- Identifying roles and responsibilities (applying the ARCI model)
- Performing a virtual team health check
The ultimate book of virtual teams checklists
Does the virtual get in the way of your team?
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Target Training GmbH
- Kopernikusstrasse 13
- 63071 Offenbach am Main
- Tel: +49 69 8484 79 0
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