7 steps to effective Performance Management Conversations
4.3 (895 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
2,628 students enrolled

7 steps to effective Performance Management Conversations

Motivate, energise and inspire your people to perform at their best and get results
4.3 (895 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
2,628 students enrolled
Last updated 9/2017
English
English [Auto]
Current price: $34.99 Original price: $49.99 Discount: 30% off
5 hours left at this price!
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This course includes
  • 32 mins on-demand video
  • 10 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • Be clear about the purpose for your conversation
  • Know how to set your conversation up to succeed
  • Understand the difference between corrective and amplifying feedback
  • Understand the importance of learning from success, and how to do so
  • Prepare yourself emotionally to have a great conversation
  • Be able to use behavioural science to increase the effectiveness of performance management conversations
  • Understand how learning occurs, and how to encourage effective learning
  • Know how to work with individual assets - strengths, values, experience, skills, knowledge and motivation to maximise performance potential
  • Understand the place of mistakes and forgiveness in performance management
  • Be equipped with a specific performance management conversational structure and style
  • Know how to encourage and increase wanted behaviour and performance
  • Apply Seven Steps for creating enjoyable and effective performance management conversations
Requirements
  • A basic familiarity with the standard performance management format will help but is not essential
Description

Want to know how to ensure your performance management conversations are motivating and energising, inspiring and effective, whether formal or informal? Then this is the course for you. In this course, we go beyond the standard advice to listen well or to set SMART goals and look at the psychology of motivation and communication to learn what really makes the difference.

The course involves watching video drama and lectures and also includes:

  • Learner notes and exercises for each section to enhance and consolidate learning
  • A short quiz at the end to check learning
  • Downloadable resources and web link
  • Video populated with written captions  to emphasise key learning points.

By studying this course, you will learn:

  • The importance of clarity of purpose for your conversation
  • How to set your conversation up to succeed
  • The difference between corrective and amplifying feedback
  • The importance of learning from success
  • The importance of attending to your emotional state in the conversation
  • How to use behavioural science to increase the effectiveness of performance management conversations
  • How learning occurs, and how to encourage effective learning
  • How to work with individual assets - strengths, values, experience, skills, knowledge and motivation to maximise performance potential
  • The place of mistakes and forgiveness in performance management
  • A specific performance management conversational structure and style
  • How to use goal-setting as a performance management tool
  • Seven tips for creating enjoyable and effective performance management conversations.

This course is suitable for anyone who is expected to have an impact on someone else’s performance. This could be a team leader, a coach or mentor or a human resources or learning professional. This course will help you have motivating and effective performance management conversations that really focus on building relationships, creating shared ambition and goals, identifying potential and creating great performance.

Who this course is for:
  • This course is aimed at managers and leaders responsible for developing the skills and abilities of others
  • Managers and leaders responsible for the performance of others
  • It could also be useful to employees who want to get more out of the performance management process although this course is not aimed specifically at them
  • This course is not suitable for someone looking for detailed guidance on giving critical feedback or needing to have a courageous conversation about performance.