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It is often the most challenging thing a manager has to do - give feedback to an underperforming employee. This is article is a great help in creating a straightforward framework for that challenge https://lnkd.in/gb_qjRmR

Begin by managing these three interactions when following the advice of Russell Ackoff, “To manage a system effectively, you must focus on the interactions of the parts rather than their behavior taken separately.” Each interaction listed here is one of three key factors that influence levels of intrinsic motivation: Collaboration, Choice and Challenge. 1️⃣ Manageable interaction #1 The level of Understanding that Employees have of your Organizational Aim has a significant influence on collaboration. 2️⃣ Manageable interaction #2 Moving Task Ownership from Manager to Employee provides immediate changes in how much choice is present for employees. 3️⃣ Manageable interaction #3 Shifting the Feedback Content that Managers discuss with Employees from objectives-based to learning-based supports the work of keeping work balanced at the appropriate levels of challenge. The most recent IQI Newsletter addressed three manageable interactions. The Learning-based Feedback Session Agenda is provided as a reader resource. Register for free IQI membership to begin receiving regular and member editions. https://lnkd.in/eGdwesjz  

An organization’s culture exists in the interactions between people. Managers have dozens of tangible ways to alter those interactions. Here are three examples.

If you want your manufacturing and distribution operations to run at optimal levels, you need to invest in performance coaching programs for your associates. Continuum offers just that, focused on procedures, time management and employee pacing to help teams improve their productivity. Without this support, you risk miscommunications and misaligned performance expectations that can damage facility health and success. #performancecoaching #businessperformance  

A life and business coach practitioner can improve the quality of life and business profit growth goals for the culture of a company by providing guidance, support, and strategies to individuals and teams. They help employees identify their strengths, set clear goals, and develop action plans to achieve them. By fostering a positive and growth-oriented mindset, they can enhance employee motivation and engagement. Additionally, they assist in improving communication and collaboration among team members, which leads to increased productivity and efficiency. Overall, a life and business coach practitioner helps create a culture of personal and professional development, leading to improved quality of life and business profit growth for the company.

Effective workplace coaching involves clear communication, active listening, and goal setting. It requires recognizing and encouraging employees, fostering skill development, and empowering them through autonomy and decision-making. Conflict resolution should be addressed promptly, and regular feedback provided through performance reviews and check-ins. https://lnkd.in/gMjVxr22

Employee 1-on-1s are being hijacked. Too often, managers use 1-on-1s as an opportunity to talk about KPIs, metrics, rocks, etc. This is NOT what the 1-on-1 is for. If you need an update on “performance,” you should be doing that in a recurring accountability meeting where teams meet to update each other on performance. Instead, the 1-on-1 is simply a time for open communication and feedback, 1-2 times per month, 30 minutes tops. You want to create a routine where individual team members can share how they’re doing and what you, as their manager, could be doing to help. Here is the agenda that I teach you all of my clients: 1. How are you doing personally? 2. How are you doing professionally? 3. What can I start doing, stop doing, or do differently to help you and/or the company succeed? That’s it. Don’t complicate it. Make it about THEM.

🚀 Transform Your Performance Review Experience in 30 Minutes: Unveiling the Performance Power Program! Are you tired of the traditional performance review grind? What if I told you that you could redefine your performance review experience and take control of your professional growth—all in just 30 minutes? Introducing the Performance Power Program, a groundbreaking initiative designed for you—the professional seeking a more impactful and empowering performance review journey. ✨ What's in Store for You? Goal Alignment Mastery: Discover how aligning your personal goals with organizational objectives can pave the way for career advancement and personal fulfillment. Feedback Empowerment: Learn the art of receiving and utilizing constructive feedback to fuel your professional development and enhance your overall performance. Continuous Improvement Culture: Embrace strategies to transform your performance reviews into opportunities for continuous growth, ensuring you stay at the forefront of your field. Efficiency for Busy Professionals: Maximize the impact of your review within a condensed timeframe, allowing you to efficiently navigate the process without compromising on quality. Morale Boost and Engagement: Uncover techniques to infuse positivity into performance discussions, fostering a sense of purpose and accomplishment in your role. 🚀 Why Join the Performance Power Program? This isn't just another program; it's a tailored experience to reclaim control of your performance review narrative. The Performance Power Program is your ticket to a more meaningful and satisfying professional journey. 📆 Ready to transform your performance review experience in just 30 minutes? Let's embark on this empowering journey together! Feel free to reach out for more details or to secure your spot. Here's to taking charge of your career growth! #careergrowth #careerdevelopmentcoaching #hrprofessionals

🌟 Elevate Employee Performance: To leverage training investments and enhance productivity, continual follow-up is crucial. Regular coaching nurtures employee connections, amplifies productivity, job contentment, and boosts engagement. 💡Join Brian Ahearn, CPCU, CTM, CPT, CMCT's comprehensive course, designed to equip you with an array of tools and methodologies vital for cultivating a robust coaching culture within your organization. Explore essential traits required for effective coaching, incorporating methods like positive intent, timely feedback, and respectful candor. 🚀 Unleash Innovative Approaches: Delve deeper into overcoming obstacles, exploring inventive strategies beyond conventional coaching paradigms. This includes discarding the annual review model and fostering a culture of setting both personal and professional goals. 🎯 Learning Objectives: ✨Understand the coach's role in organizational dynamics. ✨Identify the key attributes of a thriving coaching culture. ✨Define the coaching matrix and its implementation. ✨Emphasize trust as the cornerstone of a successful coaching relationship. ✨Differentiate between wisdom and knowledge in coaching methodologies. ✨Highlight how fear can impede a coaching program's success. ✨Stress the importance of aligning personal and professional goals within coaching dynamics. Join us to unlock the full potential of your organization through an enriching coaching culture. #coachingculture #employeeengagement #professionaldevelopment #leadershiptraining #coachingskills #employeeperformance #continuouslearning #linkedinlearning Check it out: https://lnkd.in/e_pkNMxd

Over the past few weeks, I’ve had the privilege of delivering training to managers in Perth, Scotland.😊 The focus? Empowering the managers to get the most out of performance review discussions. 🔑 The Challenge: Beyond the Process Performance reviews—wait, let’s call them “performance development” discussions—often get bogged down in process minutiae. Line managers can become fixated on ticking boxes rather than fostering meaningful conversations. 💬 🎯 My Approach: Practical Tips for Managers - To address this challenge head-on, I’ve designed a course specifically for line managers. We dive into practical strategies for holding effective review meetings. From active listening techniques to mastering goal-setting. Because when managers approach these discussions with intention, the meeting can be much more meaningful. 🌟 📝 Employee Perspective Matters Too - I’ve also received requests from clients for an additional course—this time aimed at employees. 🙌 Employees want to know what to expect and how to prepare for their one-on-one with their line manager.   🔥 The Bottom Line... Performance development isn’t a checkbox exercise; it’s a chance to elevate performance, boost engagement, and strengthen relationships.🤝 #leadershipdevelopment #managingperformance #performancediscussions