Proactive Performance Coaching Follow-Up
Proactive Performance Coaching® Follow-Up is a course designed both as a review of Proactive Performance Coaching™ and as a training session on the proper method of performance reinforcement. In essence, it is part two of the PPC series. Whereas PPC focused on correcting behavior or performance that was unacceptable or in need of improvement, this course focuses on methods of providing recognition to employees for performance that is desirable.
Participants start with a review of PPC basics by discussing their experiences in applying the model with their employees. They identify what they see as weaknesses and strengths and ways that they could improve its application. Next, the discussion moves to the topic of reinforcing performance in the workplace. The Performance Recognition Model is introduced outlining the most effective steps for performance reinforcement. The importance of specific identification is emphasized here.
Participants are then given the assignment of developing a scenario in which they are to apply the recognition model in a role play. Individuals rotate in the positions of supervisor, employee, and observer. The observer is given the assignment of leading the discussion on the critique of the individual role plays. The group participates in the critique as well.
Focus is then drawn back to the overall coaching approach with emphasis on its role in the entire process of total performance management.
Proactive Performance Coaching® is a prerequisite.
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Participants start with a review of PPC basics by discussing their experiences in applying the model with their employees. They identify what they see as weaknesses and strengths and ways that they could improve its application. Next, the discussion moves to the topic of reinforcing performance in the workplace. The Performance Recognition Model is introduced outlining the most effective steps for performance reinforcement. The importance of specific identification is emphasized here.
Participants are then given the assignment of developing a scenario in which they are to apply the recognition model in a role play. Individuals rotate in the positions of supervisor, employee, and observer. The observer is given the assignment of leading the discussion on the critique of the individual role plays. The group participates in the critique as well.
Focus is then drawn back to the overall coaching approach with emphasis on its role in the entire process of total performance management.
Proactive Performance Coaching® is a prerequisite.
Back To Training Programs
