How to Effectively Plan, Prepare and Hold Appropriate Employee Conversations
Performance management conversations aren’t always easy. If we have to give someone bad news, or corrective feedback, we tend to get nervous, anticipating a negative reaction. We don’t want to have to deal with conflict or pushback. And often, that reluctance to face a negative reaction means we might tend to avoid having the conversation until it’s too late.
Silence is implied consent. When we avoid holding important conversations with our staff, we are inadvertently saying that their behaviour is ok. By holding constructive conversations that are timely, regular and collaborative, you build trust with your employees and the conversations become ones of mutual respect.
In this one-day workshop, we’ll explore the three types of conversations that a manager can have during the performance management cycle. We’ll help you prepare for the conversation and we’ll practice holding a feedback conversation.
This workshop is offered within organizations for groups of 5 people or more.
Conversations and Processes
• 3 types of conversations (Exploration, Expectations and Escalation)
• Different Processes
Managing Your Self
• Unconscious bias: implications and optics
• Communication fundamentals
• Impact of social styles and personality type on performance
Planning and Preparation
• Preparing for an effective conversation
• Creating the right tone (reducing opportunities for defensiveness in the other person)
Implementation and Application
• Practice of one to two typical scenarios
Who Should Attend?
People leaders at any level.
For more information on this workshop, please contact:
Tel: 613-234-2020, ext. 21