GOOD TO GREAT

WORKSHOP

Managing Performance

Closing the gap between performance and potential

Most feedback actually lowers the performance that it intends to improve. A process that is intended to lift performance statistically actually lowers it. We’ll look at the reasons for this, good process for giving and receiving feedback, traps to avoid all brought to life via some hospitality case studies.

LEARNING OUTCOMES

- Engage with a range of useful communication tools including succinct, specific and generous ((c) David Rock)
- Use situational leadership principles to skilfully balance push (feedback) and pull (coaching) skills in your performance management style - Avoid traps in feedback-giving: know more about why most feedback lowers performance - Engage with a range of performance management tools including asking for what you want, saying no, fierce conversations, radical candor (© Kim Scott) and managing problem performers.
- Apply the above to many business situations, including running meetings, briefing and debriefing shifts and running appraisal discussions

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£195 +VAT

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TBC

TIME

10am - 4pm

DATES

TBC

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GOOD TO GREAT

WORKSHOP

Managing Performance

Closing the gap between performance and potential

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