Performance conversations should be inspiring!
Practical Performance Conversations provides a proven way to confidently carry out day to day and more formal performance discussions to create positive relationships and increase engagement.
Managers learn the 4 essentials performance conversation skills, providing greater awareness of how they can reduce feelings of blame or judgement and leverage team member strengths. Then with this foundation, learn and practice the 4 core performance conversations managers should be using every day and this includes difficult conversations, where improvements in performance or behaviour are required.
Practical Performance Conversations is a program designed to learn and practice the four skills and four conversations aimed at improving and increasing confidence and trust in conversations regarding performance.
Many current performance conversations focus too much on holding people accountable for past behaviour at the expense of improving current performance and to grow people for the future. In contrast, regular and consistent conversations discussing performance and development changes the focus to one focused on the future for building capabilities in people
-
With this background, we provide participants with the knowledge and skills for carrying out the four essential conversations predictably and consistently. Participants learn and practice the four performance conversations skills:
- Listen to Learn – focus on what the other person is saying;
- Inquire for Understanding – ask open ended questions focusing on moving forward;
- Tell Your Truth – avoid blame or judgement as you focus on moving forward; and
- Express Confidence – highlight previous qualities and skills and offer support as needed.
-
Not only do participants learn and practice the conversation skills, they also receive a Practical Performance Conversations toolkit to access and continue to use post program, enabling increased confidence and capability for managers and increasing levels of trust with team members.
Then by combining 2 corresponding performance conversation skills we can then practice the four conversations are as outlined below:
- Goal setting – collaboratively discussing and refining ‘what a good job looks like’;
- Praising – ensuring recognition is provided for correct behaviours and results;
- Redirecting – providing a path to shift back towards the goal, when behaviours or results are not meeting expectations; and
- Wrapping Up – the process of discussing what happened and what have we learnt from the experience.
Our Practical Performance Conversations training program is designed for managers responsible undertaking performance reviews of their direct reports, peers and employees.
Upcoming public programs
November 14, 2024 | VIRTUAL
May 21, 2025 | VIRTUAL
November 4, 2025 | VIRTUAL
