How to Give Feedback to Poor Performing, Difficult People
What you'll learn
- Set and communicate clear expectations to your employees
- Confidently confront poor performance and non-compliant behavior
- Create a climate that brings out the best in your people
- Improve the performance and morale of your organization
- Know how to gain support from other leaders
- Experience as a leader or manager in a small to large company
Many leaders, managers, and supervisors do a poor job of giving feedback or confronting problem performance or behavior. Doing so is challenging and it often seems easier to ignore or side-step sensitive issues hoping they’ll go away. Unfortunately they don’t. Problems fester and the difficult people who fail to meet expectations become a toxic influence on their coworkers and drag down the morale or performance of the majority.
Therefore, developing the confidence and ability to have difficult conversations and offer honest feedback to poor performing people is a necessary skill for any leader, supervisor or manager and a necessary ingredient for building a great organization.
The purpose of this course is to teach you how. You'll learn how to set and communicate your expectations and then hold people accountable. You'll also learn a proven, 7-step strategy for giving feedback to difficult or non-compliant people. I'll illustrate these concepts with multiple case studies and scenarios that will help you learn and apply these strategies to your current relationships with your employees.
By watching this course on how to give feedback, you will be able to:
Build trust and goodwill
Create a climate which brings out the best in people
Learn best practices in managing people
Clarify "non-negotiables"in three critical areas
Set clear performance expectations for individual employees
Confront and give feedback to poor performing people
Gain support from other leaders
Who this course is for:
- Anyone who manages or supervises people
- Owners of small business
- Leaders who have to deal with difficult employees
Roger Kay Allen, PhD, is an expert in human development and leadership. In 1992 Dr. Allen co-founded the Center for Organizational Design and has worked with many Fortune 500 companies (AT&T Capital, Merck Pharmaceuticals, Honeywell, Proctor & Gamble, Hewlett Packard) as well as small and medium size businesses to help leaders define their vision, improve their leadership, develop their teams, and create high performance work cultures in which each employee is a contributing partner in the business. Dr. Allen has certified over 1200 trainers and consultants from around the world to use his 70+ leadership and team development modules.
Prior to consulting, Roger co-founded and served as President of the Human Development Institute (1981-1990) in which he provided thousands of hours of individual, marriage and family counseling to a diverse client population. In addition to coordinating the work of other professionals, he created and taught programs in personal/family development which have been taught dozens of times in several cities around the country. His programs in both leadership and personal/family development has been acclaimed as among the most influential learning experiences available anywhere.
"Literally thousands of professionals are exposed each year to Roger Allen’s material and the ripple effect has changed people's lives, made work easy, faster and better. Almost weekly I get rave reviews on his material. I cannot say enough about this man and his writings. I have purchased cases of his books and material to share with others." Jim Ullery, President, Center for Organizational Energy
"In my career as a specialist providing treatment to adolescents and their families, I have seen many parenting theories, models and books but nothing which rises to the stature of this work by Dr. Allen." Michael E. Berrett, Ph.D., Psychologist, nationally known clinical teacher, and CEO of Center for Change