Might your need to be more successful
at performance management and appraisal
be met by this London UK based training course
called Skills with People
Yes it might if you agree with the following statements
- When I'm responsible for performance management I wish people were more receptive to having their performance honestly appraised.
- I often feel uncomfortable criticising people's performance for fear of demotivatng them.
- I'm uncomfortable praising people for fear of patronising them during an appraisal.
- I wish I knew how to give balanced, honest, matter-of-fact praise and criticism in such a way that I get the best out of people during an appraisal.
What you'll take away from this performance management and appraisal training course
This course will help you lose your fear of performance management and appraisals. It'll give you confidence in your appraisal skills. People will benefit enormously from both your praise and your criticism. You'll become much more successful at developing people.
If so, you can have a FREE exploratory coaching session. It'll give you a foretaste of what you can get from the course. You make no commitment to proceed beyond this until you're sure this training is relevant to your own particular need.
How to accept this offer
Simply contact us for a preliminary chat and to arrange your free exploratory coaching session.
What this session will do for you
In this session we'll aim to give you something practical you can use right away that'll help you handle a difficult situation more successfully at work.
Price, dates and location of our upcoming public courses
For details of our upcoming public courses see course dates.
How the skills you'll practise on this course
will make you more successful at
performance management and appraisal
What's difficult about performance management and appraisal?
The biggest obstacle to success in performance management and appraisal is that most of us react defensively to criticism. This reaction is a normal part of human nature. People tend to see criticism as a personal attack even when it isn't. And the trouble is, once you've put someone on the defensive it's hard to get the best out of them.
Can this obstacle be avoided? Is there a way of appraising people and managing their performance which we can be confident they'll experience and react to positively? The answer is a definite yes ... if you're prepared to use the skills and understanding this course about performance management can give you.
What do you need to understand about performance management and appraisals?
You need to understand that people's ability to react rationally to what you say depends on how they feel. The heart rules the head. It's a biological fact. There's no way round it. If as a result of something you say people feel disapproved of, it'll be very hard for them to be anything other than defensive. On the other hand, if you can make them feel genuinely approved of they'll be much more receptive to what you say.
Some people call this emotional intelligence. It's the art of understanding and handling your own and other people's feelings. You'll greatly increase your emotional intelligence on this performance management and appraisal training course.
What skills do you need to be successful at performance management and appraisals?
First, the more specific and factual your feedback the more effective it will be during an appraisal. This applies as much to praise as to criticism. There's no need to make vague generalisations if you stick to the facts about what the person said or did, what were its specific consequences, and why you're encouraging them either to carry on doing it (as when you're praising) or to do something different (as when you're criticising).
Second, you need to develop the art of praising. If your praise is specific enough and genuine enough it will make them feel approved of. When they feel approved of they're much more likely to trust you and be receptive to what you say. To praise successfully requires patience and a generous attitude. Even though there may be criticism to follow, it works better if you hold back on the criticism until you've told them what you specifically like about their performance.
Third, you need to develop the skill of silence. It takes time for people to absorb your praise and respond to it. They might be surprised to hear it. They might want to thank you for it, or ask you to say more about it. Slowing down and having silent pauses can greatly improve your success in this kind of performance management and appraisal conversation.
Fourth, your criticism needs to be as clear, factual and succinct as your praise. This means being open and honest about specifically what you don't like about their performance. If your praise has succeeded in making them feel approved of, you can be as tough as you need with your criticism and they won't take it as a personal attack.
In a nutshell, what you'll learn on this performance management and appraisal training course is how to combine honest, straight, tough talk with respect and kindness.
I'm not used to this way of talking. How am I going to change the habits of a lifetime?
The answer is by lots of practice, seeing videos of yourself in action, lots of specific feedback about how you're coming across to others, and lots of skilful coaching and encouragement. That's what you'll get on this performance management and appraisal training course.